Director of Talent

The user wants me to reformat a job posting into clean semantic HTML. Let me analyze the content and structure it according to the rules. First, I need to identify the sections: 1. About the role / Who We Are (organization description) 2. What you'll do (responsibilities) - this has multiple subsections 3. Who you are (requirements/qualifications) 4. There's also metadata like salary, location, travel, etc. Rules: - Use

for section headings - Use

• for lists - Use

  for prose - Don't repeat job title as heading - Don't put Job ID/requisition numbers as headings - Fold minor metadata into short

  or drop - Preserve ALL substantive information - Remove boilerplate (EEO, scam warnings, application instructions) - Only include sections with real content - No filler/placeholder text - Output ONLY HTML fragment Let me structure this: The posting has: - Organization description ("Who We Are") - Role description ("Director of Talent:" paragraph) - Responsibilities broken into 6 areas: 1. Learning & Talent Development 2. Talent Strategy & Workforce Planning 3. Performance Management 4. Talent Acquisition & Employee Experience 5. Engagement, Retention & Organizational Effectiveness 6. People & Culture Leadership - Requirements ("Who you are:" with "Minimum competencies and qualifications:") Metadata: salary range, location, travel, FLSA status, supervisory responsibilities, union status, work type. I should include a brief metadata paragraph at the top or in an "About the role" section. Let me create the HTML: Start with a brief intro paragraph with metadata. Then "About the role" with org description and role summary. Then "Responsibilities" with subsections? The rules say use

  for section headings. The subsections could be

  but the rule only mentions

  . I think I should use

  for main sections and maybe

  for subsections? The rule says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid

  . But to be safe, I'll use

  for main sections and maybe keep subsections as

  or just use

  for each major responsibility area? The example shows "Responsibilities" as a heading. The posting has 6 major responsibility areas. I could make each an

  but that might be too many. Better to have one "Responsibilities"

  and then use

  for each area, or use within list items. But the rule says use

  • for any list of duties. The responsibilities are detailed prose, not simple bullet points. They are paragraphs with bullet-like items. I'll treat each responsibility area as a subsection with

    and then use

    • for the bullet points within. But the rule says "use

      for section headings". It doesn't say not to use

      . I'll use

      for main sections: "About the role", "Responsibilities", "Requirements". Then within Responsibilities, use

      for each area. Alternatively, I could make each responsibility area an

      but that would be many headings. The example includes "Responsibilities" as a heading. I'll follow that. Let me draft:

      Hybrid role based in New York, NY; Atlanta, GA; Dallas, TX; Chicago, IL; Los Angeles, CA; or Washington, D.C. Annual salary $130,000–$150,000 (commensurate with experience and location). Up to 15% travel. Exempt, full-time. Reports to Chief of People & Culture. Supervises Talent Acquisition Manager. Non-union.

      About the role

      Lambda Legal is a national advocacy organization committed to achieving full recognition of the civil rights for the LGBTQ+ community and everyone living with HIV through impact litigation, education, and public policy work. Since 1973, Lambda Legal has used impact litigation and other advocacy tools to decriminalize same-sex relationships; challenge discrimination against LGBTQ+ people and people living with HIV in the workplace, in the home, in schools, in health care, and in the military; and protect LGBTQ+ families, including by winning and defending marriage equality. Our clients are not charged for legal representation or advocacy and Lambda Legal receives no government funding. Headquartered in New York City, Lambda Legal also has regional offices in Los Angeles, Chicago, Atlanta, Dallas, and Washington, DC.

      The Director of Talent is a key leadership role responsible for developing and implementing strategies that attract, develop, engage, and retain talented employees at Lambda Legal. Reporting to the Chief of People & Culture (CPC), the Director leads the organization's learning and development, career development, talent management, performance management, and talent acquisition strategies. The Director serves as a strategic advisor and thought partner to organizational leaders and managers, helping Lambda Legal build the capabilities, leadership pipeline, and talent practices needed to achieve its mission and strategic priorities. The Director brings expertise in talent development, adult learning, organizational effectiveness, performance management, and recruitment to create meaningful opportunities for employees to grow and succeed. The Director also owns the organization's performance management framework and annual performance review cycle, including goal setting, performance conversations, reviews, calibration, and continuous improvement of the performance management system. The Director oversees talent acquisition strategy and supervises the Talent Acquisition Manager, who owns the day-to-day execution and ongoing development of Lambda Legal's talent acquisition function. Together, they ensure recruitment and selection practices are effective, equitable and aligned with Lambda Legal's workforce needs, while supporting the Talent Acquisition Manager's continued growth and leadership within the function. The Director provides strategic guidance, removes barriers, supports cross-functional alignment, and helps connect talent acquisition priorities to broader workforce planning and talent strategy. The Director partners closely with the Director of Human Resources and the CPC on workforce planning, succession planning, employee engagement and retention, and other cross-functional People & Culture priorities. While the two Directors have distinct areas of functional ownership, they are expected to operate as close partners in advancing the organization's People and Culture strategy.

      Responsibilities

      Learning & Talent Development

      • Develop and implement an org-wide talent development strategy that supports employee growth, organizational capability, leadership development, and strategic priorities.
      • Conduct learning and development needs assessments and translate organizational and employee needs into effective development programs.
      • Design and oversee learning experiences across formats, including workshops, facilitated sessions, online learning, peer learning, coaching, mentoring, and other development opportunities.
      • Lead leadership, manager, professional skills, and emerging talent development initiatives.
      • Partner with managers and leaders to identify development needs and strengthen team and individual effectiveness.
      • Develop career development and internal mobility strategies that help employees understand and pursue opportunities for growth within Lambda Legal.
      • Support succession planning and development of emerging and high-potential talent in partnership with the CPC and Director of Human Resources.
      • Manage external learning vendors, facilitators, coaches, and other development partners as appropriate.
      • Oversee the organization's learning management system (LMS), where applicable, and ensure effective administration, utilization, and tracking of learning programs.
      • Establish measures of learning effectiveness and use data to assess impact and improve programs.
      • Develop and maintain accessible learning and development resources for employees and managers.
      • Manage the talent development budget and prioritize resources based on organizational needs and impact.
      • Promote awareness and effective use of professional development opportunities and resources.
      • Build a culture of continuous learning, feedback, reflection, and professional growth across the organization.

      Talent Strategy & Workforce Planning

      • Partner with the CPC and Director of Human Resources to develop and implement talent strategies aligned with Lambda Legal's mission, strategic priorities, and evolving workforce needs.
      • Lead assessment of current and future staffing needs, identify talent gaps and develop strategies to attract, develop, and retain talent pipelines needed to support organizational priorities.
      • Use talent data, workforce trends, and organizational insights to inform talent strategy and recommendations.
      • Serve as a thought partner to leaders and managers on talent strategy, organizational effectiveness, and the development of high-performing teams.

      Performance Management

      • Own and manage the organization's performance management framework and annual performance review cycle.
      • Lead organization-wide processes for goal setting, performance reviews, ongoing feedback, and performance conversations, ensuring alignment with organizational priorities.
      • Own and manage the performance management system, including configuration, workflows, communications, reporting, maintenance, and continuous improvement.
      • Develop resources, tools, templates, and guidance to support effective performance management.
      • Establish and communicate annual performance management timelines and expectations and provide resources for managers and employees throughout the cycle.
      • Monitor completion and effectiveness of key performance processes, including introductory/30-day reviews, 90-day reviews, goal-setting and check-in processes, and annual reviews.
      • Advise and train supervisors and managers on goal setting, feedback, coaching, performance conversations, documentation, and addressing performance concerns.
      • Support employees and managers in developing clear, measurable, and meaningful performance goals.
      • Facilitate performance calibration processes to promote consistency, fairness, and transparency in performance assessment.
      • Participate in the annual labor-management performance review committee and collaborate with the Director of Human Resources on changes to performance management practices affecting bargaining-unit employees.
      • Analyze performance management data and trends and use findings to strengthen organizational performance and employee development.
      • Continuously evaluate and improve the performance management framework and employee/manager experience.

      Talent Acquisition & Employee Experience

      • Partner with the Talent Acquisition Manager to align recruitment priorities, workforce planning, talent pipelines, and hiring strategies aligned with Lambda Legal's organizational goals.
      • Support the Talent Acquisition Manager's continued professional growth, leadership development, and increasing ownership of the talent acquisition function.
      • Serve as a strategic advisor and escalation partner on complex, high-priority, or organization-wide recruitment matters.
      • Support the development and maintenance of equitable, consistent, and inclusive recruitment and selection practices.
      • Partner with the Talent Acquisition Manager, Director of Human Resources, and organizational leaders on position design, job descriptions, classification, and staffing structures.
      • Partner with the Talent Acquisition Manager and organizational leaders to strengthen onboarding practices and ensure new employees are equipped for success.
      • Evaluate onboarding feedback and outcomes and recommend improvements to strengthen the new employee experience and time to effectiveness.
      • Partner with the Talent Acquisition Manager and other P&C team members on employee lifecycle initiatives that cross talent development and HR operations.

      Engagement, Retention & Organizational Effectiveness

      • Partner with the CPC and Director of Human Resources on strategies to strengthen employee engagement, retention, and the overall employee experience.
      • Lead employee listening strategies, including engagement surveys, pulse surveys, and other feedback mechanisms.
      • Analyze employee feedback and engagement data and translate findings into actionable organizational and talent strategies.
      • Advise leaders and managers on practices that support engagement, retention, team effectiveness, and employee development.
      • Support organizational effectiveness initiatives, including team effectiveness, organizational design, talent structures, and leadership effectiveness.
      • Partner with the CPC and Director of Human Resources on succession planning and talent reviews.
      • Identify trends and opportunities to strengthen the employee