Director, Content Royalties & Analysis
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to parse the posting.
Sections present:
- About Our Team (intro about LexisNexis)
- About The Role (description)
- Responsibilities (with subsections)
- What Success Looks Like (maybe could be considered part of responsibilities? but it's a section; we could treat as separate or combine? The instruction: prefer few substantive sections over many thin ones. But we need to include sections only when posting has real specific content. "What Success Looks Like" is a section with content. Could be considered part of responsibilities or qualifications? It's more like performance expectations. Could be its own section maybe "Expectations" but not in list. The allowed headings list includes: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They gave examples but not exclusive? It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can use those headings; we should not invent other headings like "What Success Looks Like". So we should incorporate that content into appropriate existing sections, maybe under Responsibilities or Requirements. Since it's about success metrics, could be placed under Responsibilities as a bullet? Or maybe under Requirements? Better to put under Responsibilities as a bullet list of success metrics.
- Requirements (there's a "Requirements" section with bullet points, then also "Minimum Requirements" which seems similar; we need to combine and avoid duplication. We'll need to preserve all substantive info, not duplicate lines. The "Requirements" list includes: 8+ years progressive finance/accounting experience, including royalty, licensing, or content-rights management. Experience with financial/ERP systems such as PeopleSoft, Oracle Fusion, or comparable royalty platforms. Strong analytical skills; comfortable reconciling high transaction volumes and complex data across systems and currencies. Experience managing or developing a team. Excellent communication skills, with the ability to tailor messaging for both technical and business audiences. Experience in publishing, media, legal information, or another licensing-intensive industry preferred.
Then "Minimum Requirements" includes: 8+ years progressive finance/accounting experience, including at least 2 years directly managing people. Comprehensive understanding of standards and practices within your discipline, with working knowledge of adjacent finance/accounting disciplines. Proven experience managing a team of professionals (and/or junior managers) setting priorities, allocating resources, and delivering against departmental plans. Accountability for team results, including budget and resource management within your area. Strong business awareness and insight-generation skills, with the ability to persuade and align stakeholders across your department and integrate effectively within the wider division. Solid performance-management skills, with growing experience coaching and developing talent.
We need to combine without duplication. Overlap: both mention 8+ years experience, managing team. We'll need to merge unique points.
- Benefits: The posting includes a section "Work In a Way That Works For You" and "Working For You" describing benefits: health benefits, retirement, wellbeing, disability, life insurance, family benefits, HSAs, PTO, volunteer days, etc. Also mentions country specific benefits. So we should create a Benefits section with list.
- Pay: The posting includes "U.S. National Base Pay Range: $118,300 - $219,800. Geographic differentials may apply in some locations to better reflect local market rates. This job is eligible for an annual incentive bonus." So we need a Pay section.
- Schedule: Not mentioned; we should not create Schedule section.
- Skills: Not explicitly separate; could be part of Requirements. We could omit Skills section if not explicit.
- Qualifications: Could be same as Requirements; but we have Requirements already. Might not need Qualifications separate.
- About the role: Already have "About The Role". We'll use that heading.
- About Our Team: Could be considered "About the company" but not in list; maybe we can incorporate into a brief paragraph under About the role? But we have to preserve all substantive info. Could create a section "About Our Team" but not in allowed headings list; but the instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The "e.g." suggests those are examples, not exclusive list. However they say "Prefer a few substantive sections over many thin ones." So we could include About Our Team as a section if it's substantive. But they also said "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." They didn't forbid other headings. But to be safe, we could incorporate About Our Team into a brief paragraph under About the role or as a separate section named "About Our Team". Since they gave examples but not exclusive, I think it's okay to have About Our Team heading. However they said "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". About Our Team has content. So we can include.
But we need to decide which sections to output to keep it concise but preserve all info. Let's list sections:
- About Our Team (intro)
- About The Role
- Responsibilities
- Requirements (combined)
- Benefits
- Pay
We could also include "What Success Looks Like" as part of Responsibilities (maybe as a bullet). We'll incorporate.
We must not include duplicated lines. Ensure we preserve all substantive info.
Now craft HTML.
We'll start with
About Our Team
then with the paragraph.
Paragraph: "LexisNexis Legal & Professional, which serves customers in more than 150 countries with 11,800 employees worldwide, is part of RELX, a global provider of information-based analytics and decision tools for professional and business customers. Our company has been a long-time leader in deploying AI and advanced technologies to the legal market to improve productivity and transform the overall business and practice of law, deploying ethical and powerful generative AI solutions with a flexible, multi-model approach that prioritizes using the best model from today’s top model creators for each individual legal use case."
Next
About The Role
then with description: "The Director, Content Royalties & Analysis owns royalty compliance, analytics, and commercial support for LexisNexis Legal & Professional's global product portfolio — including fast-growing AI-enabled products such as Lexis+ with Protégé and Nexis+ with Protégé. You'll ensure royalty calculations stay accurate and compliant across a high-volume, complex licensing environment, while partnering with Content, Product, Legal, and Business Unit finance teams on new product launches, international expansion, and major systems transformations. This is a hands-on, high-visibility role for someone who pairs deep royalty and licensing expertise with the judgment to guide teams through complexity and change."
Now Responsibilities: We'll create
Responsibilities
then with - items. Need to capture all responsibilities from the posting, broken down.
Original responsibilities sections:
- Royalty Compliance, Controls & Reporting:
* Own the royalty business-event process and reconciliation of recognized revenue to royaltable revenue across media types and accounting locations, maintaining strong compliance and control despite rising volume.
* Lead audit programs covering royalty calculations, AI usage restrictions, and licensor agreement compliance, driving issues to timely resolution.
* Ensure royalty processes and controls meet SOX and internal audit requirements.
- AI & Product Expansion:
* Define royalty and compliance requirements for new product launches and international expansions (e.g., Lexis+ with Protégé, Nexis+ with Protégé, Nexis Data+), partnering with Content and Product teams on requirements, end-to-end testing, and sign-off.
* Monitor usage, pricing, and adoption of AI-enabled features, giving business units clear insight into cost, compliance, and commercial impact.
- Systems & Process Transformation:
* Lead royalty workstreams within major system migrations (e.g., legacy royalty platforms to PeopleSoft/Fusion, Salesforce CPQ, WAM, PIM), keeping new processes compliant and scalable.
* Partner with technology and cross-functional project teams on end-to-end testing, sign-off, and post-go-live monitoring for royalty-impacting system changes.
- Commercial & Licensor Support:
* Provide commercial and royalty insight to Content and Finance teams during licensor renegotiations and new licensing structures (e.g., transitions from fixed-fee to revenue-share models).
* Prepare business cases and financial analysis to support significant content investment and commercial decisions.
- Team Leadership & Partnership:
* Lead and develop a team of financial analysts — set clear objectives and coach for both technical depth and commercial judgment.
* Act as a trusted advisor to Business Unit finance leaders on royalty risk and opportunity, building durable cross-functional relationships.
- What Success Looks Like (we can incorporate as bullet points):
* Royalty baseline metrics maintained at or above target, even as volume and product complexity grow.
* Audit findings closed within target timelines.
* On-time delivery of royalty requirements for major product launches and system migrations.
* Strong, trusted relationships with Business Unit finance, Content, and Product stakeholders.
We'll combine all into a single list.
Now Requirements: combine both sections.
We need to list unique items.
Let's extract all points:
From "Requirements":
- 8+ years of progressive finance/accounting experience, including royalty, licensing, or content-rights management.
- Experience with financial/ERP systems such as PeopleSoft, Oracle Fusion, or comparable royalty platforms.
- Strong analytical skills; comfortable reconciling high transaction volumes and complex data across systems and currencies.
- Experience managing or developing a team.
- Excellent communication skills, with the ability to tailor messaging for both technical and business audiences.
- Experience in publishing, media, legal information, or another licensing-intensive industry preferred.
From "Minimum Requirements":
- 8+ years of progressive finance/accounting experience, including at least 2 years directly managing people.
- Comprehensive understanding of standards and practices within your discipline, with working knowledge of adjacent finance/accounting disciplines.
- Proven experience managing a team of professionals (and/or junior managers) setting priorities, allocating resources, and delivering against departmental plans.
- Accountability for team results, including budget and resource management within your area.
- Strong business awareness and insight-generation skills, with the ability to persuade and align stakeholders across your department and integrate effectively within the wider division.
- Solid performance-management skills, with growing experience coaching and developing talent.
We need to merge duplicates: both mention 8+ years experience; we can combine: "8+ years of progressive finance/accounting experience, including royalty, licensing, or content-rights management, with at least 2 years directly managing people." Also mention experience with financial/ERP systems. Strong analytical skills. Experience managing or developing a team (covered). Excellent communication skills. Experience in publishing, media, legal information,
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to parse the posting. Sections present: - About Our Team (intro about LexisNexis) - About The Role (description) - Responsibilities (with subsections) - What Success Looks Like (maybe could be considered part of responsibilities? but it's a section; we could treat as separate or combine? The instruction: prefer few substantive sections over many thin ones. But we need to include sections only when posting has real specific content. "What Success Looks Like" is a section with content. Could be considered part of responsibilities or qualifications? It's more like performance expectations. Could be its own section maybe "Expectations" but not in list. The allowed headings list includes: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They gave examples but not exclusive? It says "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can use those headings; we should not invent other headings like "What Success Looks Like". So we should incorporate that content into appropriate existing sections, maybe under Responsibilities or Requirements. Since it's about success metrics, could be placed under Responsibilities as a bullet? Or maybe under Requirements? Better to put under Responsibilities as a bullet list of success metrics.
- Requirements (there's a "Requirements" section with bullet points, then also "Minimum Requirements" which seems similar; we need to combine and avoid duplication. We'll need to preserve all substantive info, not duplicate lines. The "Requirements" list includes: 8+ years progressive finance/accounting experience, including royalty, licensing, or content-rights management. Experience with financial/ERP systems such as PeopleSoft, Oracle Fusion, or comparable royalty platforms. Strong analytical skills; comfortable reconciling high transaction volumes and complex data across systems and currencies. Experience managing or developing a team. Excellent communication skills, with the ability to tailor messaging for both technical and business audiences. Experience in publishing, media, legal information, or another licensing-intensive industry preferred.
Then "Minimum Requirements" includes: 8+ years progressive finance/accounting experience, including at least 2 years directly managing people. Comprehensive understanding of standards and practices within your discipline, with working knowledge of adjacent finance/accounting disciplines. Proven experience managing a team of professionals (and/or junior managers) setting priorities, allocating resources, and delivering against departmental plans. Accountability for team results, including budget and resource management within your area. Strong business awareness and insight-generation skills, with the ability to persuade and align stakeholders across your department and integrate effectively within the wider division. Solid performance-management skills, with growing experience coaching and developing talent.
We need to combine without duplication. Overlap: both mention 8+ years experience, managing team. We'll need to merge unique points.
- Benefits: The posting includes a section "Work In a Way That Works For You" and "Working For You" describing benefits: health benefits, retirement, wellbeing, disability, life insurance, family benefits, HSAs, PTO, volunteer days, etc. Also mentions country specific benefits. So we should create a Benefits section with list.
- Pay: The posting includes "U.S. National Base Pay Range: $118,300 - $219,800. Geographic differentials may apply in some locations to better reflect local market rates. This job is eligible for an annual incentive bonus." So we need a Pay section.
- Schedule: Not mentioned; we should not create Schedule section.
- Skills: Not explicitly separate; could be part of Requirements. We could omit Skills section if not explicit.
- Qualifications: Could be same as Requirements; but we have Requirements already. Might not need Qualifications separate.
- About the role: Already have "About The Role". We'll use that heading.
- About Our Team: Could be considered "About the company" but not in list; maybe we can incorporate into a brief paragraph under About the role? But we have to preserve all substantive info. Could create a section "About Our Team" but not in allowed headings list; but the instruction says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The "e.g." suggests those are examples, not exclusive list. However they say "Prefer a few substantive sections over many thin ones." So we could include About Our Team as a section if it's substantive. But they also said "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." They didn't forbid other headings. But to be safe, we could incorporate About Our Team into a brief paragraph under About the role or as a separate section named "About Our Team". Since they gave examples but not exclusive, I think it's okay to have About Our Team heading. However they said "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". About Our Team has content. So we can include. But we need to decide which sections to output to keep it concise but preserve all info. Let's list sections: - About Our Team (intro) - About The Role - Responsibilities - Requirements (combined) - Benefits - Pay We could also include "What Success Looks Like" as part of Responsibilities (maybe as a bullet). We'll incorporate. We must not include duplicated lines. Ensure we preserve all substantive info. Now craft HTML. We'll start with
About Our Team
thenwith the paragraph. Paragraph: "LexisNexis Legal & Professional, which serves customers in more than 150 countries with 11,800 employees worldwide, is part of RELX, a global provider of information-based analytics and decision tools for professional and business customers. Our company has been a long-time leader in deploying AI and advanced technologies to the legal market to improve productivity and transform the overall business and practice of law, deploying ethical and powerful generative AI solutions with a flexible, multi-model approach that prioritizes using the best model from today’s top model creators for each individual legal use case." Next
About The Role
thenwith description: "The Director, Content Royalties & Analysis owns royalty compliance, analytics, and commercial support for LexisNexis Legal & Professional's global product portfolio — including fast-growing AI-enabled products such as Lexis+ with Protégé and Nexis+ with Protégé. You'll ensure royalty calculations stay accurate and compliant across a high-volume, complex licensing environment, while partnering with Content, Product, Legal, and Business Unit finance teams on new product launches, international expansion, and major systems transformations. This is a hands-on, high-visibility role for someone who pairs deep royalty and licensing expertise with the judgment to guide teams through complexity and change." Now Responsibilities: We'll create
Responsibilities
then- with
- items. Need to capture all responsibilities from the posting, broken down. Original responsibilities sections: - Royalty Compliance, Controls & Reporting: * Own the royalty business-event process and reconciliation of recognized revenue to royaltable revenue across media types and accounting locations, maintaining strong compliance and control despite rising volume. * Lead audit programs covering royalty calculations, AI usage restrictions, and licensor agreement compliance, driving issues to timely resolution. * Ensure royalty processes and controls meet SOX and internal audit requirements. - AI & Product Expansion: * Define royalty and compliance requirements for new product launches and international expansions (e.g., Lexis+ with Protégé, Nexis+ with Protégé, Nexis Data+), partnering with Content and Product teams on requirements, end-to-end testing, and sign-off. * Monitor usage, pricing, and adoption of AI-enabled features, giving business units clear insight into cost, compliance, and commercial impact. - Systems & Process Transformation: * Lead royalty workstreams within major system migrations (e.g., legacy royalty platforms to PeopleSoft/Fusion, Salesforce CPQ, WAM, PIM), keeping new processes compliant and scalable. * Partner with technology and cross-functional project teams on end-to-end testing, sign-off, and post-go-live monitoring for royalty-impacting system changes. - Commercial & Licensor Support: * Provide commercial and royalty insight to Content and Finance teams during licensor renegotiations and new licensing structures (e.g., transitions from fixed-fee to revenue-share models). * Prepare business cases and financial analysis to support significant content investment and commercial decisions. - Team Leadership & Partnership: * Lead and develop a team of financial analysts — set clear objectives and coach for both technical depth and commercial judgment. * Act as a trusted advisor to Business Unit finance leaders on royalty risk and opportunity, building durable cross-functional relationships. - What Success Looks Like (we can incorporate as bullet points): * Royalty baseline metrics maintained at or above target, even as volume and product complexity grow. * Audit findings closed within target timelines. * On-time delivery of royalty requirements for major product launches and system migrations. * Strong, trusted relationships with Business Unit finance, Content, and Product stakeholders. We'll combine all into a single list. Now Requirements: combine both sections. We need to list unique items. Let's extract all points: From "Requirements": - 8+ years of progressive finance/accounting experience, including royalty, licensing, or content-rights management. - Experience with financial/ERP systems such as PeopleSoft, Oracle Fusion, or comparable royalty platforms. - Strong analytical skills; comfortable reconciling high transaction volumes and complex data across systems and currencies. - Experience managing or developing a team. - Excellent communication skills, with the ability to tailor messaging for both technical and business audiences. - Experience in publishing, media, legal information, or another licensing-intensive industry preferred. From "Minimum Requirements": - 8+ years of progressive finance/accounting experience, including at least 2 years directly managing people. - Comprehensive understanding of standards and practices within your discipline, with working knowledge of adjacent finance/accounting disciplines. - Proven experience managing a team of professionals (and/or junior managers) setting priorities, allocating resources, and delivering against departmental plans. - Accountability for team results, including budget and resource management within your area. - Strong business awareness and insight-generation skills, with the ability to persuade and align stakeholders across your department and integrate effectively within the wider division. - Solid performance-management skills, with growing experience coaching and developing talent. We need to merge duplicates: both mention 8+ years experience; we can combine: "8+ years of progressive finance/accounting experience, including royalty, licensing, or content-rights management, with at least 2 years directly managing people." Also mention experience with financial/ERP systems. Strong analytical skills. Experience managing or developing a team (covered). Excellent communication skills. Experience in publishing, media, legal information,