Director of Employee Experience (Human Resources)

We need to output HTML fragment with sections: Use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we must only include sections when posting has real specific content. The posting includes Position Summary (which could be "About the role"?). It includes responsibilities (multiple bullet-like paragraphs). It includes qualifications (explicit). It includes leadership success profile (maybe skills?). It includes success measures (maybe outcomes). There's no explicit Benefits, Pay, Schedule. So we should not create those sections. We need to use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to preserve all substantive info, no boilerplate. We need to avoid repeating job title as heading. The title is "Director of Employee Experience". Not to be used as heading. We need to include sections only when there is real content. Potential sections: About the role (position summary), Responsibilities (the bullet-like paragraphs under Organizational Capability & Enterprise Partnership, Leadership Development & Organizational Effectiveness, Employee Experience & Ownership Culture, Human Resources & Team Leadership, Shared Services & Enterprise Growth). Could group them under Responsibilities. Requirements: maybe Qualifications section (the bullet list of qualifications). Could also include Preferred qualifications. Skills: maybe Leadership Success Profile (thoughts). Could be considered Skills. We need to decide. Let's parse content: Position Summary paragraph: "The Director of Employee Experience is responsible for building and continuously improving Scintilla’s enterprise people operating system—including role architecture, accountability chart standards, leadership development, performance processes, manager tools, workforce planning, and employee lifecycle practices—creating enterprise consistency while reinforcing leader ownership and accountability. These people and organizational capabilities enable ESCO and future Scintilla operating companies to grow, perform, and thrive. As a member of the Shared Services Leadership Team, this role partners with executive leadership and people leaders to strengthen leadership capability, organizational effectiveness, and the systems and practices that support sustainable growth. As an employee-owned company, ESCO believes its people are fundamental to its long-term success. The Director leads the Employee Experience function to develop exceptional leaders, strengthen teams, foster an ownership culture, successfully navigate change, and ensure the organization has an effective and scalable Human Resources foundation." That's the summary. Then sections: Organizational Capability & Enterprise Partnership (list of bullet-like sentences) Leadership Development & Organizational Effectiveness (list) Employee Experience & Ownership Culture (list) Human Resources & Team Leadership (list) Shared Services & Enterprise Growth (list) Qualifications (list of bullet-like sentences) Preferred (list) Leadership Success Profile (list of bullet-like sentences) Success Measures (list) We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can treat: - About the role: Position Summary paragraph(s). - Responsibilities: combine the five bullet sections (Organizational Capability..., Leadership Development..., Employee Experience..., Human Resources..., Shared Services...). Could be a list. - Requirements: maybe the Qualifications (required) plus Preferred? Could separate Requirements (required) and Skills (preferred/leadership profile). But we have both Qualifications and Preferred. Could put Qualifications under Requirements, and Preferred under Skills? Or we could have Requirements (required qualifications) and Skills (leadership success profile). The Preferred could be included under Skills as well. But we must not invent sections with filler. If we include Skills, we need actual content. We have Leadership Success Profile and Preferred qualifications. That's substantive. Thus we can have:

  About the role

  ... (position summary)

  Responsibilities

  • ... each bullet from the five sections

  Requirements

  • ... each bullet from Qualifications (required)

  Skills

  • ... each bullet from Preferred qualifications and Leadership Success Profile
  We should not include Benefits, Pay, Schedule. We must preserve all substantive info: need to include each bullet point exactly as in text, not summarizing. Let's extract bullet points. From Organizational Capability & Enterprise Partnership: - Develop and execute the enterprise people strategy aligned with ESCO's strategic priorities. - Serve as a trusted advisor to executive and business unit leaders on organizational, leadership, talent, and workforce matters. - Lead organizational design, workforce and succession planning, and enterprise change management. - Use workforce data and organizational insights to identify risks, opportunities, and actions that improve performance. - Build scalable people practices that support growth while balancing enterprise consistency with operating company needs. Leadership Development & Organizational Effectiveness: - Build a scalable leadership development approach for leaders at all levels. - Coach and advise leaders on leadership effectiveness, accountability, performance, and team dynamics. - Develop succession and high-potential talent practices that strengthen the leadership pipeline. - Use assessments, feedback, and organizational insights to strengthen leader and team effectiveness. - Equip leaders to effectively lead people through change and reinforce ESCO's Core Values, ownership culture, and The ESCO Way. Employee Experience & Ownership Culture: - Strengthen an employee-owner culture that connects individual contribution and accountability to business performance and long-term enterprise value. - Embed ESCO's Core Values and ownership behaviors into onboarding, performance management, recognition, leadership practices, and communication. - Lead employee engagement strategies and ensure insights result in meaningful action. - Strengthen practices that support employee engagement, recognition, retention, and the overall employee experience. - Build employee understanding of ESCO's ESOP and the responsibilities and opportunities of employee ownership. Human Resources & Team Leadership: - Provide leadership and oversight for the full scope of Human Resources, including talent acquisition, employee relations, compensation, benefits, performance management, HRIS, compliance, and risk. - Ensure HR practices are compliant, effective, scalable, and aligned with business and talent needs. - Provide leadership on complex employee relations matters and organizational people risks. - Continuously improve HR systems and processes through technology, automation, data, and thoughtful standardization. - Lead, develop, and hold accountable a capable Employee Experience team that provides responsive, practical, and business-oriented support. Shared Services & Enterprise Growth: - Partner across Shared Services to build enterprise capability and improve business performance. - Build people systems and practices that can scale to support future Scintilla operating companies. - Support the people and organizational aspects of acquisition assessment and integration. - Balance appropriate enterprise consistency with operating company flexibility while preserving the strengths and entrepreneurial spirit of each business. Qualifications (required): - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field. - 15+ years of progressive Human Resources experience, including significant leadership responsibility. - Demonstrated experience leading multiple Human Resources disciplines and developing HR professionals. - Experience partnering with senior business leaders on organizational, leadership, and talent matters. - Strong knowledge of employment law, employee relations, compensation, benefits, talent acquisition, performance management, organizational development, and HR technology. - Strong business acumen with demonstrated experience developing leaders, improving organizational effectiveness, and leading or supporting significant change. Preferred: - SHRM-SCP or SPHR certification. - Experience in construction, engineering, manufacturing, industrial services, or a similarly complex environment. - Experience in an ESOP, multi-business enterprise, or mergers and acquisitions environment. Leadership Success Profile: - Thinks enterprise-wide and understands how people and organizational capability drive business performance. - Builds trust and influences through partnership, credibility, and sound judgment. - Develops capable leaders rather than creating dependency on Employee Experience. - Balances strategic thinking with practical execution. - Leads with humility, curiosity, accountability, and courage. - Thinks and acts like an employee-owner and models ESCO's Core Values. Success Measures: - Employee Experience is viewed as a trusted partner that contributes to business performance. - Leadership and organizational capability strengthen as the enterprise grows. - Employee-owners understand and demonstrate the responsibilities of ownership. - People systems and practices effectively support growth, change, and future acquisitions. - Human Resources operations are compliant, responsive, efficient, and scalable. We need to include all substantive info. Should we include Success Measures? It's not under allowed headings but we could maybe put under Skills or Responsibilities? But it's not a responsibility, it's outcome. Could we create a section "Success Measures"? Not allowed heading list. The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says "e.g." meaning those are examples, but we should only use those headings? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely we should restrict to those headings. So we cannot create a Success Measures heading. We could incorporate success measures into Responsibilities or Skills? Probably better to put under Responsibilities as outcomes? But they are measures of success, not duties. Could we put under Skills? Not ideal. Maybe we can incorporate them into a

  under About the role? But they'd be out of place. The instruction: "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests those are typical headings but not exhaustive? It says "e.g." meaning examples. However later: "IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". So we can create any heading as long as it's meaningful and we use

  . The examples are just typical. So we could create a heading "Success Measures". But the instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those are typical. Safer to stick to those headings to avoid risk. However we have substantive content for Success Measures; if we omit it, we lose info. We could incorporate success measures into Responsibilities as bullet points (they are outcomes but could be considered responsibilities to achieve). Or we could add a section "Skills" and include success measures there? Not ideal. Better to add a section "Success Measures" as

  Success Measures

  and list them. Since the instruction says use

  for section headings (e.g. ...). It doesn't say you cannot use other headings. It just gives examples. So I think it's okay. Thus we will have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Success Measures. But we have both Qualifications and Requirements; maybe we combine required qualifications under Requirements, and preferred under Skills. But we also have Qualifications heading in the posting. The instruction says we can use Qualifications as a heading. So we could have both Requirements and Qualifications sections. But that may be redundant. However we have content for both: required qualifications and preferred qualifications. Could treat Requirements as required qualifications, Qualifications as preferred? Or we could treat Requirements as the list of required qualifications, and Qualifications as the list of preferred qualifications. But the posting labels them "Qualifications" (required) and "Preferred". So we could have: - Requirements: required qualifications (the bullet list under Qualifications) - Qualifications: preferred qualifications (the bullet list under Preferred) - Skills: Leadership Success Profile But that seems odd: Qualifications heading used for preferred qualifications. Might be confusing but still follows instruction. Alternatively, we could have: - About the role - Responsibilities - Qualifications (required) - Skills (preferred + leadership success profile) - Success Measures That seems clean: we omit Requirements heading because we have Qualifications covering required. But we still have required qualifications content; we can put them under Qualifications. The instruction says we can use Qualifications heading. So we can put required qualifications there. Then we can put preferred qualifications and leadership success profile under Skills. That avoids duplication. Thus sections: About the role (position summary) Responsibilities (