Director, Partner Program Growth & Experience Strategy

The user wants me to reformat a job posting into clean, well-structured semantic HTML. Let me analyze the content and structure it according to the rules: 1. Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) 2. Use

• for lists,

  for prose 3. Don't repeat job title as heading 4. Don't put Job ID/requisition numbers as headings 5. Preserve ALL substantive information 6. Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions) 7. Include section ONLY when posting has real, specific content for it 8. Never emit heading followed by filler/placeholder text 9. Never create Pay/Schedule/Benefits sections unless posting actually states them 10. Output ONLY HTML fragment - no /, no markdown code fences Let me identify the sections in this posting: 1. "About the role" - The first paragraph describes the role 2. "Key Responsibilities" - There's a clear section with multiple sub-sections 3. "What Success Looks Like" - This is like outcomes/expectations 4. "Qualifications / Experience" - Clear qualifications section 5. "Base salary offers..." - This is Pay information 6. "We offer the following benefits:" - Benefits section 7. "A little about ADP:" - Company description (could be "About the company" but not a standard heading) 8. Diversity, Ethics sections - These are boilerplate EEO/legal, should be removed The posting has: - Role description (prose) - Key Responsibilities with 6 sub-sections (each with bullet points) - What Success Looks Like (bullet points) - Qualifications / Experience (bullet points) - Pay information (salary range) - Benefits (list) - Company description (prose) - but this is boilerplate about ADP, not specific to the role I should include: - About the role (the opening paragraph) - Responsibilities (the Key Responsibilities section with its sub-sections) - What Success Looks Like (could be part of Responsibilities or separate) - Qualifications (the Qualifications/Experience section) - Pay (the salary range) - Benefits (the benefits list) I'll structure the responsibilities as a main section with sub-sections. Since the rules say use

  for section headings, I'll use

  for main sections. For sub-sections within responsibilities, I could use

  or just keep them as part of the list. The rules don't specify sub-headings, but I think using

  for the responsibility sub-categories would be semantic. Let me draft the HTML:

  About the role

  The Director, Partner Growth & Experience Strategy will lead strategy, execution, and continued evolution of partner referral programs for Comprehensive Services, with primary focus on partner channels such as broker first and private equity ecosystems, with the ability and likelihood to expand into additional partner channels over time such as private equity, CPA, etc. This leader will work in close partnership with the senior leader and be accountable for shaping the programs, experiences, and strategies that increase partner confidence, expand referral opportunity, and contribute directly to Comp Services growth. The Director will work across Sales, Strategy, Enablement, client teams and adjacent BUs to identify growth opportunities, strengthen partner-facing programs, and improve consistency in how Comp Services shows up to partners and partner-referred clients. This role will provide direct leadership to Broker Executive Relationship Managers, and over time may expand leadership to other partner program resources that support channels such as private equity and CPA relationships. These associates would function as strategic relationship owners and portfolio account leaders to ensure referring partners receive a differentiated, credible, and growth-oriented experience.

  Responsibilities

  Partner strategy and program leadership

  • Lead the ideation, strategy, and execution of partner referral programs within Comp Services (i.e. Partner Advantage Program for brokers and down the line, other potential partner programs for private equity firms, CPA firms, etc.)
  • Identify and develop new ideas, offerings, experiences, and growth levers that strengthen the partner value proposition and contribute to increased referrals
  • Translate strategic priorities into clear plans, priorities, and measurable outcomes for partner programs
  • Partner with the senior leader, strategy, and sales partners to shape the future of partner strategy in Comp Services by bringing forward market needs, partner insights, and channel opportunities, including across partner channels such as broker and private equity

  Partner Experience

  • Strengthen differentiated partner experiences in ways that build confidence, increase engagement, and support long-term referral growth
  • Gather partner and field feedback, identify patterns, and turn insights into practical improvements across the program
  • Ensure the voice of the partner is represented in decisions that affect the experience, value proposition, and growth potential of the channel
  • Partner with internal teams to improve how partner-referred experiences are understood, supported, and elevated across the business

  Sales partnership and partner enablement

  • Partner with Sales to improve education, readiness, and activation around Comp Services partner programs and overall value proposition to help expand share of wallet and referral confidence
  • Co-create and support partner-facing events, webinars, education sessions, and enablement materials that strengthen market understanding and referral momentum
  • Help drive tighter alignment between sales teams, partner teams, and service teams so opportunities are better supported and partner needs are surfaced earlier
  • Support strategic planning with sales and market leaders around key partner relationships, growth opportunities, and program effectiveness

  Enterprise influence and cross-BU alignment

  • In partnership with the senior leader, help drive enterprise-level partner decisions so Comp Services nuances are represented, understood, and supported within broader partner programs
  • Work across business units, including TotalSource and Major Accounts, to drive partner experience consistency and strengthen cross-BU lead flow
  • Partner closely with implementation, service, client success, specialty, and other internal teams to align priorities and create a differentiated experience for partners and partner-referred clients

  Team leadership and program execution

  • Will lead Broker ERMs and Program Managers, and eventually may lead other partner program resources responsible for strategic relationship management and program execution across different partner channels in addition to Broker
  • Build team and organizational capability in strategic account leadership, program management, cross-functional coordination, and business insight development
  • Create clarity in team priorities, role expectations, and performance outcomes
  • Coach teams and stakeholders to operate with both strong executive presence and strong execution discipline, balancing strategic thinking with operational follow-through
  • Drive accountability so program ideas translate into tangible actions and measurable business results
  • Develop a strong understanding of the capabilities most relevant to supported partner channels, including examples such as specialty and benefits-related capabilities for broker partnerships, and private equity and M&A-related dynamics for PE partnerships, etc.

  Performance, insights, and business impact

  • Establish and monitor success measures for partner program effectiveness, including partner engagement, program impact, and referral growth contribution to inform future priorities and investments
  • Regularly solicit partner feedback, then use that feedback, data, and business results to guide decisions, identify opportunities, and improve performance
  • Drive outcomes that support stronger partner satisfaction, sharper program execution, and increased partner-referred growth for Comp Services

  What success looks like

  • Comp Services has a clearer and more effective strategy for partner program growth, including across partner channels such as broker and PE, ultimately driving more partner referrals
  • Partner programs are more differentiated, more consistent, and better connected to referral outcomes
  • Partners experience stronger partnership, clearer value, and more confidence in Comp Services
  • ERMs, Program Managers, and partner teams operate with stronger strategic leadership and execution rigor as the model evolves
  • Sales, Strategy, and partner teams are better aligned around education, events, growth priorities, and partner support
  • Partner-referred growth is better supported through stronger channel strategy, tighter execution, and a more compelling partner experience

  Qualifications

  • 8-12 years of relevant experience in partner strategy, channel leadership, business development, sales, client success, or related leadership roles
  • Strong understanding of partner ecosystems, including examples such as broker and/or private equity, and how partner models drive growth
  • Strong understanding of Comp Services business model and sales distribution
  • Experience building or leading cross-functional programs that connect strategy, execution, service delivery, and revenue outcomes
  • Proven ability to influence enterprise decisions in a highly matrixed environment
  • Strong people leadership skills, with the ability to coach strategic account managers, program managers, and specialized talent; direct people leadership may become part of the role over time depending on final organizational design
  • Strong executive judgment and business acumen, with the ability to balance strategic thinking with operational execution and follow-through
  • Comfort working across sales, service, implementation, client success, specialty, M&A, and strategy teams
  • Ability to use data and partner feedback to identify opportunities, shape decisions, and measure impact

  Pay

  The compensation for this role is USD $114,500.00 - USD $213,500.00 / Year. Base salary offers for this position may vary based on factors such as location, skills, and relevant experience. Some positions may include additional compensation in the form of bonus, equity or commissions. Actual compensation will not be less than the applicable minimum wage or minimum exempt salary requirement under federal, state and local laws.

  Benefits

  • Medical
  • Dental
  • Vision
  • Life Insurance
  • Matched Retirement Savings
  • Wellness Program
  • Short-and Long-Term Disability
  • Charitable Contribution Match
  • Holidays
  • Personal Days & Vacation
  • Paid Volunteer Time Off
  I should not include the "A little about ADP" section as it's boilerplate company description. Also not include Diversity, Ethics sections as they're EEO/legal boilerplate. The rules say: "Do NOT repeat the job title as a heading (the page already shows it)" - I didn't include the job title as a heading. "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." - There's no Job ID in this posting. "Preserve ALL substantive information; do NOT invent or summarize away detail." - I've preserved all the bullet points and details. "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." - Removed the Diversity, Ethics, and ADP description sections. "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text" - All sections have real content. "never create Pay/Schedule/Benefits sections unless the posting actually states them" - The posting states Pay and Benefits, so I included them. No Schedule mentioned, so no Schedule section. "Prefer a few substantive sections over many thin ones." - I have 6 sections, all substantive. "Output ONLY the HTML fragment — no /, no markdown code f