Capability Architecture Speciliast

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We need to parse the job posting. The posting includes: - Intro paragraph: "The Capability Architecture Specialist establishes and administers Fortive's enterprise skills taxonomy..." etc. That's about the role. - "OPERATING MODEL 1 ARCHITECTURE & INTEGRITY2 GOVERNANCE & CHANGE3 ENABLEMENT & ADOPTION" maybe headings but we treat as part of responsibilities. - Then "Key Responsibilities" with bullet points (actually paragraphs). We'll need to extract responsibilities as list items. - Then "SCOPE & DECISION RIGHTS OWNSINFLUENCESDOES NOT OWN ..." maybe a table but we can treat as responsibilities or qualifications? It's about scope. - Then "Experience & Qualifications" with bullet points. - Then "Fortive Corporation Overview" (company description) maybe not needed? It's boilerplate but maybe we can include as About the role? Actually "About the role" could be the intro paragraphs. The company overview is more about the company; we could include as a separate section maybe "About Fortive" but not in allowed headings list. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should not invent others. So we can put company overview under About the role? Or maybe we can omit as it's not required? The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we need to keep company overview somewhere. Could fit under About the role (makes sense). Or we could create a separate section but not allowed heading. So we incorporate into About the role. - Bonus or Equity and Pay Range: we have Pay Range and bonus eligibility. So we need a Pay section with that info. Also maybe Benefits? Not mentioned besides bonus eligibility. Could include Benefits section if there is mention of bonus as part of total compensation. But Benefits usually includes health, retirement etc. Not present. So we should not create Benefits unless actual content. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." Pay is stated (salary range). Bonus eligibility is also compensation. So we include Pay section with that info. Benefits not mentioned, so omit. - Schedule not mentioned, omit. - Requirements vs Qualifications: The posting has "Experience & Qualifications". Could treat as Qualifications. Requirements maybe not separate. We could put under Qualifications. Or we could split: Requirements (maybe experience) and Qualifications (education). But we have only one section. Safer to put under Qualifications. - Skills: Not explicitly listed; maybe we can infer from responsibilities but not explicit. Better not to create Skills section unless explicit. So omit. - About the role: include intro paragraphs and maybe company overview. - Responsibilities: list items from "Key Responsibilities" and also the operating model parts? We'll extract responsibilities bullet points. Let's extract responsibilities: From text: "Establish And Maintain The Enterprise Capability Architecture - Stand up Fortive's enterprise skills taxonomy from the ground up using an externally acquired skills library as the starting point. - Define the architecture, including domains, categories, skills, definitions, aliases, proficiency descriptors, relationships and required metadata. - Create clear design principles and naming standards that balance external market language with Fortive-specific business relevance. - Partner with Talent Partners, HRBPs and functional subject matter experts to validate priority skill families and translate business needs into scalable taxonomy updates. - Establish the initial baseline, migration approach and release plan, including the treatment of duplicates, legacy terms and local variants." "ADMINISTER TAXONOMY DATA & QUALITY - Maintain the authoritative taxonomy record and execute additions, revisions, and archival decisions with precision. - Apply data-quality controls to identify duplicates, conflicting definitions, inconsistent levels, missing metadata and broken relationships. - Maintain documentation, decision logs, version history and release notes so changes are traceable, explainable and auditable. - Coordinate scheduled refreshes using vendor updates, internal demand signals, emerging technology and changing business capability requirements. - Prepare clean, structured data files and requirements for configuration or integration by HR Technology and platform owners." "GOVERN REQUESTS & MANAGE STAKEHOLDERS - Design and operate a practical intake, triage, review and approval process for taxonomy changes across enterprise and OpCo stakeholders. - Evaluate requests against agreed criteria, evidence and enterprise standards rather than stakeholder seniority or local preference. - Resolve conflicting requests, recommend the best enterprise solution and escalate only where a genuine policy or strategic decision is required. - Respond confidently and constructively to challenge from senior HRBPs and leaders, explaining trade-offs and protecting the usability of the enterprise architecture. - Set clear expectations on scope, decision rights, service levels and release timing, and communicate outcomes with transparency and respect." "ENABLE CONSISTENT USE & CONTINUOUS IMPROVEMENT - Create practical guidance, templates and self-service resources that help HR teams select and apply skills consistently. - Support Talent Partners and HRBPs with taxonomy queries and recommendations for workforce planning, talent reviews, capability assessment, career architecture and development use cases. - Partner with HR Operations, HR Technology, Talent Acquisition, and Learning to promote consistent use across processes and platforms. - Monitor adoption, recurring queries, exception patterns and data-quality indicators to identify opportunities to simplify and improve the architecture. - Apply Fortive Business System principles to make governance faster, clearer and more scalable over time." Also "SCOPE & DECISION RIGHTS OWNSINFLUENCESDOES NOT OWN" maybe not responsibilities but could be included under Responsibilities as well. But we can incorporate as part of responsibilities: list of what they own, influence, do not own. However that's more about scope. Could be included under Responsibilities as bullet points. We'll include them as responsibilities. Now Experience & Qualifications: - Bachelor's degree in human resources, business, information management, data management or a related field, or equivalent practical experience. - Three or more years of experience in HR Operations, HR data management, HR technology support, job or skills architecture, learning operations, talent operations, knowledge management or a related discipline. - Demonstrated experience maintaining structured data, controlled vocabularies, catalogs, taxonomies, master data or similarly governed content. - Strong data-management discipline, including attention to detail, data validation, documentation, version control and process compliance. - Ability to learn complex frameworks quickly, identify patterns and translate ambiguous requests into precise, scalable data solutions. - Strong written and verbal communication skills, with the judgment and confidence to explain decisions, hold boundaries and manage disagreement with senior stakeholders. - Demonstrated customer orientation and practical problem solving, balancing enterprise standards with legitimate business needs. - Experience working with a commercial skills library, skills intelligence platform or job architecture is preferred but not required. Now Pay: "Bonus or Equity This position is also eligible for bonus as part of the total compensation package. Pay Range The salary range for this position (in local currency) is 61,500.00 - 102,700.00" Thus Pay section: include bonus eligibility and salary range. Now About the role: include introductory paragraphs and company overview. Let's craft About the role paragraph(s): "The Capability Architecture Specialist establishes and administers Fortive's enterprise skills taxonomy, beginning with an externally acquired library and adapting it to the language, roles and strategic capabilities that matter across Fortive. The role is accountable for taxonomy integrity, metadata quality, governance workflows, version control, disciplined change management, and vendor management. This is a hands-on data stewardship role with meaningful stakeholder influence. The Specialist partners with Talent Partners, HRBPs, HR Operations, HR Technology and subject matter experts to evaluate requests, resolve ambiguity and protect enterprise consistency. The role must be able to explain decisions clearly and challenge unsupported changes while remaining pragmatic and service oriented." Then company overview: "Fortive’s essential technology makes the world safer and more productive. We accelerate transformation in high-impact fields like workplace safety, build environments, and healthcare. We are a global industrial technology innovator with a startup spirit. Our forward-looking companies lead the way in healthcare sterilization, industrial safety, predictive maintenance, and other mission-critical solutions. We’re a force for progress, working alongside our customers and partners to solve challenges on a global scale, from workplace safety in the most demanding conditions to advanced technologies that help providers focus on exceptional patient care. We are a diverse team 10,000 strong, united by a dynamic, inclusive culture and energized by limitless learning and growth. We use the proven Fortive Business System (FBS) to accelerate our positive impact. At Fortive, we believe in you. We believe in your potential—your ability to learn, grow, and make a difference. At Fortive, we believe in us. We believe in the power of people working together to solve problems no one could solve alone. At Fortive, we believe in growth. We’re honest about what’s working and what isn’t, and we never stop improving and innovating. Fortive: For you, for us, for growth." We could combine into one

or multiple

. Use

for prose. Now Responsibilities: Use

• for each bullet. We'll group under

  Responsibilities

  . We need to include all bullet points from the sections above. Also maybe include the SCOPE & DECISION RIGHTS bullet points. Let's extract SCOPE & DECISION RIGHTS lines: "SCOPE & DECISION RIGHTS OWNSINFLUENCESDOES NOT OWN Enterprise skills taxonomy data and metadataTaxonomy design and naming standardsChange intake, quality controls and version historyRecommendations on add, change, merge and retire decisionsPriority capability and skill familiesHow skills are represented in HR processes and systemsExternal library and vendor requirementsAdoption, usability and stakeholder understandingBusiness or OpCo capability strategyFinal business decisions about capability investmentHR platforms, integrations or technical configurationJob architecture, compensation architecture or learning content" It seems like a list: OWNS: Enterprise skills taxonomy data and metadata; Taxonomy design and naming standards; Change intake, quality controls and version history; Recommendations on add, change, merge and retire decisions; Priority capability and skill families; How skills are represented in HR processes and systems; External library and vendor requirements; Adoption, usability and stakeholder understanding. INFLUENCES: Business or OpCo capability strategy; Final business decisions about capability investment; HR platforms, integrations or technical configuration; Job architecture, compensation architecture or learning content. DOES NOT OWN: (maybe nothing after). Actually the text seems to have no explicit DOES NOT OWN list; maybe it's cut off. We'll treat the OWNS and INFLUENCES as bullet points under responsibilities. Thus we will add bullet points for each OWNS item and each INFLUENCES item. Now we need to ensure we don't duplicate content already covered in responsibilities. Some overlap but okay. Now we need to output only HTML fragment, no /, no markdown. Let's construct:

  About the role

  ... intro ...

  ... company overview ...

  Responsibilities

  • Stand up Fortive's enterprise skills taxonomy from the ground up using an externally acquired skills library as the starting point.
  • Define the architecture, including domains, categories, skills, definitions, aliases, proficiency descriptors, relationships and required metadata.
  • Create clear design principles and naming standards that balance external market language with Fortive-specific business relevance.
  • Partner with Talent Partners, HRBPs and functional subject matter experts to validate priority skill families and translate business needs into scalable taxonomy updates.
  • Establish the initial baseline, migration approach and release plan, including the treatment of duplicates, legacy terms and local variants.
  • Maintain the authoritative taxonomy record and execute additions, revisions, and archival decisions