Director of Learning and Organizational Development

We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must only include sections that have real specific content. The posting includes overview, responsibilities (What You'll Lead, What You'll Do), qualifications (What You'll Bring). No explicit Benefits, Pay, Schedule. So we should not include those sections. Also we need to include maybe "About the role" as heading? The overview includes description of company and role. Could treat that as About the role. Use

About the role

then

with overview text. Then responsibilities: maybe

Responsibilities

with

• items from "What You'll Lead" and "What You'll Do". Need to preserve all substantive info, not invent. Must not repeat job title as heading. No Job ID. Remove boilerplate. We need to extract content. Let's parse the posting: First paragraph: Davidson Hospitality Group is a dynamic... (company overview). Then "Overview Shape the Future of Leadership at Davidson Hospitality Group ..." That's role overview. Then "This role will be based at our corporate office in Dunwoody, GA" - location. Then "What You’ll Lead As Director of Learning & Organizational Development, you will help shape how Davidson attracts, develops, engages, and prepares the next generation of hospitality leaders. You’ll Lead Initiatives Spanning Enterprise Learning & Organizational Development strategy ..." list. Then "What You’ll Do" with sub-sections: Learning & Organizational Development Strategy, Training Design, Development & Facilitation, Leadership Summits & Executive Development, Leadership, High-Potential & Succession Development, Organizational Development & Effectiveness, Team Member Engagement & Experience, Performance Management & People Analytics, Measurement, Team Leadership & Resources. Then "Your Impact at Davidson ..." (impact description). Then "Qualifications What You’ll Bring We’re looking for an accomplished Learning & Organizational Development leader who can think strategically," and then cut off? The text ends abruptly: "We’re looking for an accomplished Learning & Organizational Development leader who can think strategically,". Probably missing rest. But we have to preserve all substantive information present. We'll include what we have. We should not include application instructions etc. We'll create sections: - About the role: combine company overview and role overview and location. - Responsibilities: combine What You'll Lead and What You'll Do (maybe break into subheadings? But only h3 allowed for section headings; we can use

  for main sections, and inside we can use

  • for lists. For sub-sections we could just include as list items. Better: Under Responsibilities, we can have list items each representing a responsibility area. Could be long but okay. We need to preserve all substantive info: So we need to include each bullet from the "What You’ll Lead" list and each sub-section under "What You’ll Do". Might be huge but okay. Let's extract "What You’ll Lead" list: - Enterprise Learning & Organizational Development strategy - Leadership development and executive development - High-potential talent development and succession planning - Organizational effectiveness and change management - Training design, instructional design, curriculum development and facilitation - Leadership summits, conferences and major development events - Team Member engagement and experience - Enterprise performance management - Workday Performance and People Analytics - Talent development, career pathing and internal mobility - Learning analytics, program measurement and ROI - Department leadership, budget management and vendor partnerships Now "What You’ll Do" sections each have paragraphs. We'll need to convert each paragraph into list items? Could keep as

    inside responsibilities? The instruction: Use

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

      for prose. So duties can be list items. The "What You’ll Do" sections are more prose describing duties. Could treat each as list item summarizing duty? But we must preserve all substantive information; we cannot summarize away detail. If we convert prose to list items, we might lose nuance but still preserve content if we keep the sentences. Could wrap each paragraph in

    • inside a
      . That's acceptable: list of duties. Thus we can create a
      with each duty as
      • containing the prose (maybe multiple sentences). That satisfies using
        • for list of duties. Similarly for qualifications: we have only partial sentence; we can put as

          under Qualifications. We need to ensure we don't create sections with filler like "commensurate with experience". Not present. Thus final HTML:

          About the role

          Davidson Hospitality Group is a dynamic and innovative hospitality management company that is constantly seeking top talent to join its team. With its headquarters located in the heart of the hospitality industry in Atlanta, Georgia, Davidson Hospitality Group is a leader in hotel and resort management, providing comprehensive and results-driven services to a diverse portfolio of properties across the United States. As a job applicant, you can expect to work in a collaborative and supportive environment that encourages creativity, growth, and professional development. With a strong commitment to excellence in guest service, employee engagement, and financial performance, Davidson Hospitality Group offers a rewarding and fulfilling career path for individuals who are passionate about the hospitality industry. Whether you are seeking a corporate role in operations, sales and marketing, revenue management, finance, human resources, or other areas, Davidson Hospitality Group offers a wide range of career opportunities for motivated and talented individuals. Join the team at Davidson Hospitality Group and be a part of a dynamic and growing organization that is dedicated to delivering exceptional hospitality experiences. Overview Shape the Future of Leadership at Davidson Hospitality Group At Davidson Hospitality Group, developing exceptional leaders is central to how we build exceptional hotels, resorts, and experiences. We are seeking an on-site Director of Learning & Organizational Development to lead our enterprise learning, leadership development, organizational development, and Team Member Experience strategy across a diverse portfolio of full-service, lifestyle, resort, and luxury hotels and resorts. This is an opportunity for an experienced Learning & Development and Organizational Development leader to make a meaningful impact across an organization where hospitality, culture, leadership, and people development come together. This role is both strategic and highly hands-on. You’ll partner with senior executives and property leaders to shape enterprise talent and development strategies while also rolling up your sleeves to create learning content, facilitate leadership programs, analyze people and engagement data, strengthen performance management, and develop programs that help our Team Members grow throughout their careers with Davidson. If you’re passionate about developing people, building strong leaders, and creating learning experiences that translate into real business impact, we’d love to hear from you! This role will be based at our corporate office in Dunwoody, GA

          Responsibilities

          • Enterprise Learning & Organizational Development strategy
          • Leadership development and executive development
          • High-potential talent development and succession planning
          • Organizational effectiveness and change management
          • Training design, instructional design, curriculum development and facilitation
          • Leadership summits, conferences and major development events
          • Team Member engagement and experience
          • Enterprise performance management
          • Workday Performance and People Analytics
          • Talent development, career pathing and internal mobility
          • Learning analytics, program measurement and ROI
          • Department leadership, budget management and vendor partnerships
          • Learning & Organizational Development Strategy: Develop and execute Davidson Hospitality Group’s enterprise Learning & Organizational Development strategy in alignment with company culture, business priorities and talent needs. Assess organizational, leadership and operational development needs across Davidson’s portfolio of full-service, lifestyle, resort and luxury properties. Partner with Operations, People & Culture, Commercial, Finance and other functional leaders to identify capability gaps and develop effective solutions. Build scalable learning and development frameworks that support Team Members throughout their careers with Davidson. Identify organizational trends, emerging leadership needs and opportunities to strengthen effectiveness, engagement and performance. Establish standards and best practices for learning design, facilitation, leadership development, organizational development and program effectiveness.
          • Training Design, Development & Facilitation: This is not a role where you simply oversee learning programs- you’ll be actively involved in creating and delivering them. Personally design, create, develop and facilitate training content for Team Members and leaders at all levels of the organization. Develop instructor-led, virtual, digital, blended and self-directed learning experiences. Create facilitator guides, participant materials, presentations, toolkits, job aids, videos, e-learning content and other learning resources. Facilitate engaging and impactful training sessions for audiences ranging from front-line Team Members and new leaders to General Managers and executives. Develop programs focused on leadership, communication, coaching, performance management, hospitality excellence, culture, business acumen and other organizational priorities. Ensure learning content reflects the unique needs of Davidson’s luxury, lifestyle, resort and full-service hospitality environments. Continuously refresh and evolve programs based on business needs, participant feedback, industry trends and organizational priorities. Develop internal facilitators and leaders to effectively deliver Davidson learning programs.
          • Leadership Summits & Executive Development: Lead the content strategy, planning, development and coordination for Davidson leadership summits, conferences and major leadership development events. Partner with senior leaders and key stakeholders to establish themes, learning objectives, speaker content, breakout sessions, leadership experiences and supporting materials. Develop and/or oversee presentations, facilitator materials, leadership exercises, discussion guides and other summit content. Create cohesive, engaging and practical experiences aligned with Davidson’s strategic and cultural priorities. Leverage leadership summits as development opportunities to strengthen alignment, leadership capability, collaboration and organizational effectiveness. Support senior leader and executive development through targeted learning experiences, coaching resources and strategic development opportunities.
          • Leadership, High-Potential & Succession Development: Lead Davidson’s strategy for identifying and developing high-potential Team Members and future leaders. Create structured development programs that prepare emerging leaders for expanded responsibilities. Develop leadership programs across multiple career levels, including new leaders, department leaders, executive committee members, General Managers and future executives. Partner with senior leadership and People & Culture leaders on succession planning and talent development strategies. Develop customized development plans, mentorship opportunities, exposure assignments and other tools for high-potential talent. Build programs that strengthen Davidson’s internal leadership pipeline and support career growth and internal mobility. Measure progression, retention, promotions and other outcomes associated with leadership development programs.
          • Organizational Development & Effectiveness: Partner with leaders to assess organizational effectiveness and identify opportunities to strengthen leadership capability, team performance and organizational alignment. Support organizational change initiatives through communication, training and leader enablement resources. Develop tools and programs that strengthen team effectiveness, collaboration, accountability and performance. Support leadership transitions, restructuring, succession planning and other organizational changes. Develop resources for newly promoted leaders to accelerate their transition into expanded responsibilities. Serve as a trusted organizational development advisor to senior executives and property leadership.
          • Team Member Engagement & Experience: Provide strategic oversight of Davidson’s Team Member Engagement Survey, administered twice annually. Lead communication, deployment, analysis and organizational follow-up related to engagement survey results. Identify enterprise-wide engagement trends and recommend strategies to strengthen the Team Member experience. Partner with property and corporate leaders to help teams understand results and develop meaningful action plans. Oversee initiatives that reinforce Davidson’s culture, recognition, belonging, engagement and retention. Partner with the Team Member Experience Manager on company-wide programs designed to create an exceptional Team Member experience. Use engagement data and Team Member feedback to identify organizational development priorities and opportunities for improvement.
          • Performance Management & People Analytics: Own Davidson Hospitality Group’s enterprise performance management process from strategy and design through annual execution, administration, communication, training, calibration support, reporting and continuous improvement. Establish and maintain the performance management framework, including goal-setting, performance review cycles, leadership expectations, timelines, tools, resources and governance standards. Partner with People & Culture, Operations and senior leaders to drive consistent, meaningful performance conversations. Leverage Workday Performance and People Analytics capabilities to administer, optimize, measure and continuously improve performance and talent processes. Develop dashboards, reporting and insights using people, performance, engagement, talent and learning data to