Director, Human Resources Business Partner

We need to output HTML fragment with sections: About the role? The posting includes a brief description and essential functions etc. We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should only include sections that have real specific content. We have: - About the role: The brief description paragraph about the role. Could be "Brief Description". We'll map to About the role. - Responsibilities: The "Essential Functions Key Responsibilities:" list. We'll output as

• . - Requirements: Could be "Required Knowledge, Skills, And Abilities". That's a list of skills/abilities. Could be split into Requirements and Skills? But we can put under Requirements or Skills. The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). We can decide to have Requirements and Skills separate. The posting includes "Required Knowledge, Skills, And Abilities" which is a list of abilities. Could treat as Skills. Also there is "Required/Preferred Education And Licenses" which is qualifications. So we can have Qualifications heading for education/licenses. And Skills heading for the abilities list. - Benefits: The posting mentions benefits: medical, dental, vision insurance, 401k, flexible paid vacation. Also mentions discretionary annual cash bonus, equity grants. So we have benefits content. - Pay: The posting includes base pay range: $180,800 - $271,200. Also mentions bonus etc. So we have Pay. - Schedule: Not mentioned. So we should not include Schedule. We must not include boilerplate like EEO, internal career site note, etc. Also remove duplicated lines. Also remove application instructions. Also remove "If you are a current Jazz employee please apply via the Internal Career site." That's boilerplate; remove. Also remove "Jazz Pharmaceuticals is an equal opportunity/affirmative action employer..." etc. Remove. Also remove "FOR US BASED CANDIDATES ONLY" maybe part of pay section? It's a note but we can keep if relevant to pay? It's about US based candidates only for compensation practices. Might be considered boilerplate but it's part of pay description. Might keep but it's not essential? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. This is a legal statement about US based candidates only; could be considered boilerplate but it's part of pay. Safer to keep? It's not EEO but it's a restriction. Might be considered legal. I'd remove it to be safe. Also remove "Please visit www.jazzpharmaceuticals.com for more information." That's boilerplate. Also remove "For more information on our Benefits offerings please click here: https://careers.jazzpharma.com/benefits.html." That's a link; maybe we can keep benefits description but remove the link? The instruction: preserve ALL substantive information; do not invent or summarize away detail. The link is not substantive? It's a reference. Could be considered boilerplate. I'd remove the link but keep the benefits list. Now craft HTML. Structure:

  About the role

  ... (brief description paragraph)

  Responsibilities

  • ... each responsibility
  We need to extract responsibilities from "Essential Functions Key Responsibilities:" The text after that includes many sentences. We need to split into list items. Let's parse: "Strategic Business Partnership: Partners with senior leaders / RDFLT members to understand business priorities and translate them into people strategies aligned with organizational goals. Provides thought leadership on organizational design, workforce planning, succession planning and leadership capability. Acts as a trusted advisor and coach to senior leaders on complex people and organizational matters." That's a block; could be one li or multiple. Better to split by sentences? But we can keep as one li containing multiple sentences. However we need to preserve all detail; splitting may lose nuance but still okay. We'll create separate li for each major bullet: Strategic Business Partnership, Organizational Insight, Matrix team, Organization Design, Change Management, Talent Management, Global HR Collaboration, Data-Driven Decision Making. Let's extract each: - Strategic Business Partnership: Partners with senior leaders / RDFLT members to understand business priorities and translate them into people strategies aligned with organizational goals. Provides thought leadership on organizational design, workforce planning, succession planning and leadership capability. Acts as a trusted advisor and coach to senior leaders on complex people and organizational matters. - Organizational Insight: Develops a deep understanding of the organization, its strategy, priorities, customers and translates those into value-added people priorities. - Matrix team: Works effectively across the HR Operating model to support the successful delivery of functional projects and programs. Delivers an engaging experience for leaders and employees. - Organization Design: Partners with senior leaders to drive organizational re-design, developing strategies to both develop internal talent and build for future capability needs. - Change Management: Leads and supports functional change management initiatives, including reorganizations and M&A activity. Partners effectively with COEs to champion organizational values, employee engagement and the management of change initiatives. - Talent Management: Inputs into and executes our business-driven talent management process through effective collaboration with other HRBPs and the Talent Solutions team. Shares ideas and best practices and follows-up on outcomes post-talent review with functional leaders to develop and execute tactical interventions to deliver on our talent strategy. - Global HR Collaboration: Collaborate with global HR teams to fully leverage the HR operating model and to effectively work across the HR matrix. Proactively seeks out opportunities for process improvements and implementation of best practices. - Data-Driven Decision Making: Proactively use data, metrics, and evidence to inform and drive decision-making and change across key business areas. Now Requirements? Actually we have "Required Knowledge, Skills, And Abilities" list. We'll split into Skills heading. But we also have "Required/Preferred Education And Licenses" which is qualifications. Thus:

  Qualifications

  • Bachelor’s degree in business, HR, or related discipline is required
  • Pharmaceutical/LifeSciences experience strongly preferred, R&D support preferred
  • HR professional certification is preferred
  About the role

The Director, HRBP (R&D) serves as a strategic advisor to senior leadership, aligning people strategies with business objectives. This role partners closely with leaders to drive organizational transformation and effectiveness, business-focused talent strategies, leadership development, workforce planning and employee engagement. The HRBP operates as a trusted consultant, change leader and coach, leveraging data, business acumen and HR expertise to influence outcomes and enable sustainable growth. The position reports directly to the Strategic HRBP R&D and will work closely with colleagues across the matrix HR team including the HRBPs, HR COEs, HR Delivery and HR Operations.

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