Associate Director, Talent Activation
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings, but suggests those examples. Safer to stick to those. We'll include About the role, Responsibilities, Qualifications, Skills. Also maybe "Benefits" if present: there is mention of Total Rewards program, compensation and benefits programs, but no specific benefits listed. The instruction: never create Benefits section unless posting actually states them. It mentions "comprehensive Total Rewards program" and "competitive package of compensation and benefits programs." That's vague but indicates benefits exist. However we should not create a Benefits section with filler like "not specified". The instruction: "Prefer a few substantive sections over many thin ones." Benefits section would be thin (no specifics). Better to omit Benefits.
Pay: there is "Salary Range Information" heading at end but no actual range. It says "Salary Range Information" but no numbers. That's placeholder. So we should not create Pay section.
Schedule: mention of in-office presence 4 days per week. That's schedule info. So we can include Schedule section with that detail.
Thus sections: About the role, Responsibilities, Qualifications, Skills, Schedule.
Now we need to format content: Use - for any list of duties/requirements/benefits, and
for prose.
We need to preserve all substantive information, not invent or summarize away detail. So we need to extract bullet points from responsibilities etc.
Let's parse responsibilities section:
"Keep Talent Commitments Moving
Maintain an ongoing follow-up rhythm between formal talent cycles so development commitments remain active, progress is reviewed, and next steps are clear.
Work with leaders and HR partners to ensure development plans have clear owners, timing, success measures, and practical follow-through.
Share accountability for momentum and progress by helping leaders and HR partners keep talent actions visible, specific, and connected to business needs.
Help remove barriers when development actions are delayed, deprioritized, unclear, or not producing the expected movement.
Stay engaged through execution, helping leaders and HR partners course-correct when progress slows or ownership is unclear.
Strengthen Development Plans and Individual Progression
Convert talent review, succession, and pipeline discussions into practical development actions tied to readiness goals, needed experiences, and development milestones.
Meet regularly with identified talent to understand development needs, career direction, readiness progression, and barriers that may be slowing growth.
Help connect individuals to experiences, exposure, sponsorship, coaching, or development actions that support readiness for broader or more complex roles.
Apply talent expertise to help shape practical solutions when development plans are not clear, not actionable, or not producing meaningful progress.
Surface development, retention, readiness, or exposure concerns when additional action is needed.
Apply an Objective Talent Lens
Use data and evidence to pressure-test succession readiness, development progress, and the strength of proposed talent pathways.
Consider talent data, demonstrated performance, executive assessment insights, development progress, leader input, and associate perspective when evaluating readiness and progression.
Challenge vague development plans, unclear ownership, unsupported readiness assumptions, or stalled follow-through in a direct and constructive way.
Help leaders and HR partners consider whether the development strategy, successor path, or readiness assessment should be adjusted when progress is not meeting expectations.
Support Pipeline Health and Readiness
Play an active role in strengthening BD’s priority talent pipelines and the talent populations that support them.
Actively monitor readiness progression, development movement, bench strength, and talent risks across priority populations.
Identify where pipelines are not building talent at the pace or depth the business requires.
Most importantly, bring clear insight and practical recommendations to leaders and HR partners so they can make timely decisions about development, movement, exposure, or support.
Connect Tools, Resources, and Expertise
Leverage available talent tools, executive assessments, coaching resources, development offerings, workforce insights, and talent review outputs to support stronger development decisions.
Partner with People Analytics, HR Solutions, Talent Acquisition, Learning and Development, regional talent teams, and enterprise talent teams when data, tools, development resources, or external market insight are needed.
Prepare concise updates on pipeline health, readiness movement, development progress, and areas requiring leader attention."
We need to turn each bullet into
- . The headings within responsibilities (like "Keep Talent Commitments Moving") could be considered subheadings but we are not required to add headings inside; we can just list all items as
- . However we might want to keep grouping? Not required. We'll just list each sentence as
- . Ensure we preserve all.
Now Qualifications section: It contains paragraphs:
"Qualifications
8+ years of progressive experience in Talent Management, Leadership Development, Succession Planning, Executive Coaching, HR Business Partnering, or a related field focused on individual growth and development.
Experience working in a large, complex, matrixed global organization is essential.
Prior HR Business Partner experience or another business-facing talent role strongly preferred.
Experience coaching or advising leaders and high-potential, high-professional, or critical talent populations preferred.
Strong working knowledge of talent reviews, succession planning, leadership development, high-potential development, early-career pipeline development, career growth, pipeline management, readiness assessment, and executive assessment practices.
Demonstrated ability to turn talent discussions into practical development actions and sustained follow-through with leaders and HR partners.
Strong business acumen and ability to connect talent development needs with business priorities, operational demands, and organizational change.
Strong communication, facilitation, relationship-building, and influencing skills, including the ability to challenge constructively and move work forward without direct authority.
Comfort using talent data, readiness trends, succession insights, assessment findings, and workforce information to shape practical recommendations and pressure-test assumptions.
Demonstrated ability to manage complex workstreams, partner across functions, and provide practical talent recommendations with appropriate guidance from senior Talent Management leadership.
Bachelor’s degree required. Advanced degree in Human Resources, Leadership Development, Executive Coaching, Organizational Psychology, Business Administration, or a related field a plus."
Also there is "Success Profile" paragraph after qualifications: "The successful candidate is a credible, business-facing talent professional who brings expertise, judgment, objectivity, and persistence to individual development and pipeline work. This person can partner effectively with leaders, HR partners, and identified talent to turn development intent into meaningful progress. The role is well suited for someone who understands how talent grows in a complex business environment and is energized by helping critical talent and priority pipelines move from discussion to action to measurable outcomes."
We could include that as part of Qualifications (maybe as prose). We'll treat as prose
after the list.
Now Skills section: "Required Skills Succession Planning, Talent Development, Talent Management Optional Skills Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift At BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance-based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under "Our Commitment to You." Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed. Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role's specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role. Salary Range Information"
We need to extract Required Skills and Optional Skills. Required Skills: "Succession Planning, Talent Development, Talent Management". Optional Skills: maybe none listed? It says "Optional Skills Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift". That seems misaligned. Actually after Optional Skills they list location etc. So optional skills maybe none. We'll just list Required Skills as list items. Optional Skills maybe we can omit if none.
But we also have location info: "Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift". That's not skills. Could be part of Schedule? Actually schedule is about in-office presence. Location could be separate but not required heading. We could include location in About the role or maybe ignore. The instruction: do not put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. Location is minor metadata; we could include in About the role paragraph.
Now Schedule: we have "At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company’s receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD’s Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law."
We need to include schedule specifics: minimum 4 days in-office per week. Also mention vaccination requirement maybe. We'll include as
- items.
Now About the role: The initial paragraph: "We Are The People Who Give Possibilities Purpose BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us."
Also later there is a repeat of that paragraph. We'll include once.
Now we need to output HTML fragment only, no /, no markdown.
We'll structure:
About the role
...
Responsibilities
- ...
...
Qualifications
- ...
...
Success Profile paragraph.
Skills
- Succession Planning
- Talent Development
- Talent Management
Schedule
- Minimum of 4 days of in-office presence per week (on-site collaboration prioritized).
- Remote or field-based positions may have
for prose. We need to preserve all substantive information, not invent or summarize away detail. So we need to extract bullet points from responsibilities etc. Let's parse responsibilities section: "Keep Talent Commitments Moving Maintain an ongoing follow-up rhythm between formal talent cycles so development commitments remain active, progress is reviewed, and next steps are clear. Work with leaders and HR partners to ensure development plans have clear owners, timing, success measures, and practical follow-through. Share accountability for momentum and progress by helping leaders and HR partners keep talent actions visible, specific, and connected to business needs. Help remove barriers when development actions are delayed, deprioritized, unclear, or not producing the expected movement. Stay engaged through execution, helping leaders and HR partners course-correct when progress slows or ownership is unclear. Strengthen Development Plans and Individual Progression Convert talent review, succession, and pipeline discussions into practical development actions tied to readiness goals, needed experiences, and development milestones. Meet regularly with identified talent to understand development needs, career direction, readiness progression, and barriers that may be slowing growth. Help connect individuals to experiences, exposure, sponsorship, coaching, or development actions that support readiness for broader or more complex roles. Apply talent expertise to help shape practical solutions when development plans are not clear, not actionable, or not producing meaningful progress. Surface development, retention, readiness, or exposure concerns when additional action is needed. Apply an Objective Talent Lens Use data and evidence to pressure-test succession readiness, development progress, and the strength of proposed talent pathways. Consider talent data, demonstrated performance, executive assessment insights, development progress, leader input, and associate perspective when evaluating readiness and progression. Challenge vague development plans, unclear ownership, unsupported readiness assumptions, or stalled follow-through in a direct and constructive way. Help leaders and HR partners consider whether the development strategy, successor path, or readiness assessment should be adjusted when progress is not meeting expectations. Support Pipeline Health and Readiness Play an active role in strengthening BD’s priority talent pipelines and the talent populations that support them. Actively monitor readiness progression, development movement, bench strength, and talent risks across priority populations. Identify where pipelines are not building talent at the pace or depth the business requires. Most importantly, bring clear insight and practical recommendations to leaders and HR partners so they can make timely decisions about development, movement, exposure, or support. Connect Tools, Resources, and Expertise Leverage available talent tools, executive assessments, coaching resources, development offerings, workforce insights, and talent review outputs to support stronger development decisions. Partner with People Analytics, HR Solutions, Talent Acquisition, Learning and Development, regional talent teams, and enterprise talent teams when data, tools, development resources, or external market insight are needed. Prepare concise updates on pipeline health, readiness movement, development progress, and areas requiring leader attention." We need to turn each bullet into
after the list. Now Skills section: "Required Skills Succession Planning, Talent Development, Talent Management Optional Skills Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift At BD, we reward, support and develop our associates through our comprehensive Total Rewards program. We are committed to attracting and retaining high quality talent by providing reward and recognition opportunities that promote a performance-based culture, as well as a competitive package of compensation and benefits programs. You can learn more on our career site under "Our Commitment to You." Our salary or hourly rate ranges reward associates fairly and competitively. We regularly review these ranges and factors, such as location, contribute to the range displayed. Our pay is based on the role and the necessary skills and education to perform it successfully. The salary or hourly rate offered is determined by the role's specific requirements, including any applicable step rate pay system at the work location. Salary or hourly pay ranges are influenced by labor laws and Collective Bargaining Agreement (CBA) requirements applicable to the work location which may also affect the workplace arrangement of the role. Salary Range Information" We need to extract Required Skills and Optional Skills. Required Skills: "Succession Planning, Talent Development, Talent Management". Optional Skills: maybe none listed? It says "Optional Skills Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift". That seems misaligned. Actually after Optional Skills they list location etc. So optional skills maybe none. We'll just list Required Skills as list items. Optional Skills maybe we can omit if none. But we also have location info: "Primary Work Location USA NJ - Franklin Lakes Additional Locations Work Shift". That's not skills. Could be part of Schedule? Actually schedule is about in-office presence. Location could be separate but not required heading. We could include location in About the role or maybe ignore. The instruction: do not put Job ID/requisition numbers as headings — fold minor metadata into a short
or drop it. Location is minor metadata; we could include in About the role paragraph. Now Schedule: we have "At BD, we prioritize on-site collaboration because we believe it fosters creativity, innovation, and effective problem-solving, which are essential in the fast-paced healthcare industry. For most roles, we require a minimum of 4 days of in-office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work-life balance. Remote or field-based positions will have different workplace arrangements which will be indicated in the job posting. For certain roles at BD, employment is contingent upon the Company’s receipt of sufficient proof that you are fully vaccinated against COVID-19. In some locations, testing for COVID-19 may be available and/or required. Consistent with BD’s Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law." We need to include schedule specifics: minimum 4 days in-office per week. Also mention vaccination requirement maybe. We'll include as
- items.
Now About the role: The initial paragraph: "We Are The People Who Give Possibilities Purpose BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities. We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us."
Also later there is a repeat of that paragraph. We'll include once.
Now we need to output HTML fragment only, no /, no markdown.
We'll structure:
About the role
...
Responsibilities
- ... ...
Qualifications
- ... ...
Success Profile paragraph.
Skills
- Succession Planning
- Talent Development
- Talent Management
Schedule
- Minimum of 4 days of in-office presence per week (on-site collaboration prioritized).
- Remote or field-based positions may have