Director, Human Resources, IS-0201-14

We need to output only HTML fragment, using

for section headings,

• for lists,

  for prose. No job title heading. No Job ID etc. Remove boilerplate like application deadline? Actually we need to preserve all substantive information; but we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The posting includes "Application Deadline: 16 October 2026", "Department: Smithsonian Astrophysical Observatory", "Location: Cambridge, MA", "Compensation: $142,452 - $185,193 / year". Also "OPENING DATE: September 18, 2026 CLOSING DATE: October 16, 2026". Those are metadata; we can fold minor metadata into a short

  or drop it. The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." So we can include a short paragraph with location, department, compensation, dates. Probably we should keep compensation because it's substantive. Also maybe keep location and department. The "Application Deadline" is same as closing date. We'll include a paragraph summarizing: Department: Smithsonian Astrophysical Observatory; Location: Cambridge, MA; Compensation: $142,452 - $185,193 per year; Application period: September 18, 2026 – October 16, 2026. Now sections: About the role? The posting has OVERVIEW INTRODUCTION, SUMMARY, MAJOR DUTIES, QUALIFICATION REQUIREMENTS, Conditions of Employment, etc. We need to decide which sections to include: we should include sections only when there is real specific content. We have content for Responsibilities (MAJOR DUTIES), Requirements/Qualifications (QUALIFICATION REQUIREMENTS), Benefits (mentioned in Trust Fund positions description), Pay (compensation), Schedule? Not mentioned. So we can have sections: About the role (maybe from OVERVIEW INTRODUCTION and SUMMARY), Responsibilities (MAJOR DUTIES), Requirements (QUALIFICATION REQUIREMENTS), Benefits (Trust Fund positions description), Pay (compensation). Possibly also "Conditions of Employment" could be part of Requirements? But we can include as part of Requirements or separate? The instruction: prefer a few substantive sections over many thin ones. So we can combine Conditions of Employment into Requirements or maybe into a "Requirements" section. We need to use

  for section headings. Use

  • for any list of duties/requirements/benefits. Use

    for prose. We must not repeat the job title as a heading (the page already shows it). So no heading for job title. We must not include boilerplate like EEO etc. The posting includes sections about Equal Employment Opportunity (EEO) and Labor Relations, and Immigration and International Programs, etc. Those are part of duties; we should keep them as part of responsibilities. Not remove. We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to include the duties list as given (the numbered items). We should convert them into a list (

    • ) preserving the content. The duties are numbered 1 through 6 with subpoints. We can keep them as list items, preserving the text. Similarly qualifications: "Basic Requirements:" and "Knowledge, Skills, and Abilities required:" then a list of items separated by semicolons. We need to turn them into list items. Benefits: described in "What are Trust Fund Positions?" paragraph includes list of benefits: Health, Dental & Vision Insurance, Life Insurance, Transit/Commuter Benefits, Accidental Death and Dismemberment Insurance, Annual and Sick Leave, Family Friendly Leave, 403b Retirement Plan, Discounts for Smithsonian Memberships, Museum Stores and Restaurants, Credit Union, Flexible Spending Account (Health & Dependent Care). We'll make a list. Pay: we have compensation range. We need to avoid filler like "commensurate with experience" etc. Not present. Now produce HTML. Structure:

      Department: Smithsonian Astrophysical Observatory; Location: Cambridge, MA; Compensation: $142,452 - $185,193 per year; Application period: September 18, 2026 – October 16, 2026.

      Then sections:

      About the role

      ... combine OVERVIEW INTRODUCTION and SUMMARY into prose.

      We need to preserve all substantive information from those sections. Let's extract: OVERVIEW INTRODUCTION: The Smithsonian Astrophysical Observatory (SAO) is at the forefront, internationally, of the scientific exploration of the universe. SAO combines its resources with those of the Harvard College Observatory to form the Harvard-Smithsonian Center for Astrophysics (CfA). The CfA is the best-known astrophysics center in the world. Its programs range from ground-based astronomy and astrophysics research to space-based research, the engineering and development of major scientific instrumentation for space launch and use in large ground-based facilities, and research designed to improve science education. The research objectives of SAO are carried out primarily with the support of Government and Smithsonian Institution funds, with additional philanthropic support. Government funds are in the form of Federal appropriations or the form of contracts and grants from other agencies. In contrast, Institution funds are available to SAO through grants from the Institution's Restricted Funds, Special Purpose Funds, Bureau Activities, Business Activities, and non-Federal contracts and grants. SUMMARY: The position provides direction to subordinate managers, supervisors, and technical specialists, exercising broad authority for the supervision and integration of complex human resources programs. The incumbent is responsible for overseeing both Federal and non-federal (Trust) hiring processes, ensuring consistency, efficiency, and compliance across categories of employment. The incumbent leads electronic initiatives and modernization efforts, driving the adoption of new HR systems, digital workflows, and process innovations to enhance efficiency, transparency, and the employee experience across the organization. We can combine into a couple paragraphs. Now Responsibilities: MAJOR DUTIES list. We'll output

      Responsibilities

      then
      • each duty. We need to keep the subpoints as part of each list item; we can keep the text as is. Now Requirements:

        Requirements

        then
        • for Basic Requirements and each Knowledge, Skills, and Abilities. We might also include Conditions of Employment as part of Requirements? Could add a separate list item. But we can incorporate Conditions of Employment as list items under Requirements. Now Benefits:

          Benefits

          then
          • list. Pay: maybe we already included compensation in the metadata paragraph; but we could also have a Pay section. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. Compensation is stated, so we could have a Pay section. But we already included compensation in metadata paragraph; maybe better to have a Pay section with the range. However we should avoid duplication. The instruction: "Prefer a few substantive sections over many thin ones." So maybe we keep compensation in the metadata paragraph and not create a separate Pay section. But the metadata paragraph is not a heading; it's just a paragraph. That's acceptable. We need to ensure we don't create a Pay section with filler. We'll not create a Pay section. Now check for any duplicated lines: we should remove duplicated lines like "OPENING DATE: September 18, 2026 CLOSING DATE: October 16, 2026" appears also in Application Deadline line. We'll just include once. Now ensure we removed boilerplate: The "What are Trust Fund Positions?" section is substantive (benefits). We'll keep. Now ensure we didn't include EEO boilerplate as separate section; it's part of duties. Now produce final HTML. Let's craft. Paragraph for metadata:

            Department: Smithsonian Astrophysical Observatory; Location: Cambridge, MA; Compensation: $142,452 - $185,193 per year; Application period: September 18, 2026 – October 16, 2026.

            Now About the role:

            About the role

            The Smithsonian Astrophysical Observatory (SAO) is at the forefront, internationally, of the scientific exploration of the universe. SAO combines its resources with those of the Harvard College Observatory to form the Harvard-Smithsonian Center for Astrophysics (CfA). The CfA is the best-known astrophysics center in the world. Its programs range from ground-based astronomy and astrophysics research to space-based research, the engineering and development of major scientific instrumentation for space launch and use in large ground-based facilities, and research designed to improve science education. The research objectives of SAO are carried out primarily with the support of Government and Smithsonian Institution funds, with additional philanthropic support. Government funds are in the form of Federal appropriations or the form of contracts and grants from other agencies. In contrast, Institution funds are available to SAO through grants from the Institution's Restricted Funds, Special Purpose Funds, Bureau Activities, Business Activities, and non-Federal contracts and grants.

            The position provides direction to subordinate managers, supervisors, and technical specialists, exercising broad authority for the supervision and integration of complex human resources programs. The incumbent is responsible for overseeing both Federal and non-federal (Trust) hiring processes, ensuring consistency, efficiency, and compliance across categories of employment. The incumbent leads electronic initiatives and modernization efforts, driving the adoption of new HR systems, digital workflows, and process innovations to enhance efficiency, transparency, and the employee experience across the organization.

            Now Responsibilities:

            Responsibilities

            • Strategic Planning and Program Leadership: Develop and implement human resources strategies aligned with SAO’s mission and Smithsonian priorities; advises the Director, COO, and senior leadership on workforce planning, personnel matters, and organizational initiatives; provide regular reporting to the SAO executive on HR processes, metrics, and progress towards goals; represent the Human Resources Department on SAO wide committees, working groups, and task forces, focused on improving HR policies and practices; represent SAO on Smithsonian task forces, committees, and study groups to improve HR policies and practices; demonstrate authority in building and managing collegial and collaborative teams, with the coaches, models, and provide training on strategies for building and managing collegial, collaborative teams to achieve organizational objectives; coaches, models, and provides training on approaches for establishing and maintaining collegial relationships across the organization; program improvements across multiple sites, ensuring compliance and consistency; prepare and deliver reports on HR metrics, trends, and progress toward goals to inform senior leadership in support of strategic planning; leads the effort to update HR operations by introducing electronic systems and digital tools to improve efficiency, accuracy, and enhance responsiveness and accessibility.
            • Program Administration and Policy Implementation: Ensure compliance with federal law, Smithsonian policy, and SAO’s research mission by evaluating program effectiveness and developing internal procedures and guidance for equitable application of HR policies across all programs such as employee relations, performance management, training, and benefits; provide oversight of workload distribution and ensure HR systems accuracy, consistent policy application, and functional database integrity across units.
            • Hiring, Classification, and Compensation: Direct recruitment, selection, and onboarding for both Federal and non-Federal (Trust) positions across all SAO locations, including the oversight of position classification and compensation analysis to support pay equity, salary structures, and adjustments; provides oversight of including promotions, transfers, reassignments, and commendations, ensuring compliance; partner with hiring managers to provide smooth and efficient hiring, providing technical advice on staffing strategies for scientific and technical positions.
            • Workforce Services and Support: Supervise HR staff reviewing performance management, professional development, and HR operations; partners with the Smithsonian benefits office to ensure effective delivery of