Director, People Strategy, HR Program Management & EBS

We need to output HTML fragment with sections: About the role? The posting includes description. We need headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We have content: description of role (first paragraph) could be About the role. Then "What You'll Do" list of duties -> Responsibilities. Then "Job Requirements" list -> Requirements (maybe also Qualifications). There's also mention of compensation: $161,300 - $197,100 plus benefits mention: annual performance bonus, medical/dental/vision benefits, 401K match, etc. So we can have Pay section with salary range. Benefits section with listed benefits. Schedule: mentions onsite presence 4 days per week, not hybrid/remote, must reside within commutable distance to Brea and Irvine, office relocation Q1 2028. So schedule: onsite 4 days per week. Also location requirement maybe not schedule but we can include schedule. We must not repeat job title as heading. No Job ID. Remove boilerplate like EEO, legal, etc. Also remove "Operating company:Corporate Envista..." etc. Also remove "Actual compensation packages..." paragraph? That's generic but we can keep the salary range and benefits. The paragraph about compensation being estimate etc is generic; we might keep it? It's not specific; but we can keep the salary range and benefits. The instruction: "Do NOT invent or summarize away detail." We should preserve substantive info. The paragraph about compensation being estimate is somewhat generic but still part of posting; we could include it in Pay section as prose. However they said never emit a heading followed by filler/placeholder text like "commensurate with experience", "not specified", "N/A", "varies", "TBD". The paragraph about compensation being estimate is not filler; it's explanation. We can include. We must not include duplicated lines. Ensure we don't repeat. Let's extract sections: About the role: The first paragraph(s) describing role: "The Director, People Strategy, HR Program Management & EBS is responsible for the planning, alignment, integration, and execution of strategic and operational programs and processes across Envista’s global HR function. The role will drive operational efficiency and impact, lead and facilitate large scale programs, and provide analytical insight and access to the organizational strategy and direction. The Director, People Strategy HR Program Management, & EBS will report directly to the Director, People Ops& Transformation and lead the development and implementation of a three-year transformation initiative to elevate HR’s capability and impact on Envista’s business outcomes. As a key member of the HR Leadership Team, the Director will facilitate efforts to enhance overall HR effectiveness, improve the employee experience, enable data-driven decision-making, and navigate change. Must reside within a commutable distance to both Brea, CA and Irvine, CA, as the office location will be relocated from Brea to Irvine in approximately Q1 2028. This is not a hybrid or remote opportunity and requires onsite presence 4 days per week." That's a lot; could be About the role. Responsibilities: The bullet list under "What You'll Do". Let's capture each line: - Partner closely with the CHRO and HR Leadership Team to facilitate, shape, and implement annual and longer-term strategic planning while integrating programs and practices across a multi-year roadmap - Conduct comprehensive assessments of current HR processes, systems, and structures to identify areas to maximize impact, streamline ways of working, enable access, and improve data-driven decision-making - Act as the EBSL for the HR function, leveraging EBS to assess current HR processes, systems, and structures to identify areas to maximize impact, streamline ways of working, enable access, and improve data-driven decision-making - Collaborate with cross-functional teams (within HR and across corporate / operating companies) to design and execute strategic plans for HR transformation, including process reengineering and change management - Stay informed on research, best practices, and emerging technologies related to HR (analytics, AI, systems), and incorporate relevant insights into transformation strategies; serve as change agent for continuous improvement within the HR function and across organization - Partner across HR leadership to prioritize projects and resources, develop KPIs, and report progress while taking an enterprise-wide HR program approach. - Build strong relationships with internal and external partners to support the function’s longer-term objectives - Manage budgets, resources, and timelines for HR programs to ensure successful and timely delivery. - As a member of HR Leadership, accelerate HR development by building depth and breadth of experiences, offering structured learning, and activating HR network We need to ensure no duplication: note that second bullet about EBSL repeats similar to first? It's similar but still distinct; we keep. Requirements: The list under "Job Requirements". Let's capture: - Bachelor’s degree required; Masters desired. - 7+ years of relevant strategy / operations / HR experience either in industry and / or consulting - Experience in project management, Envista Business System (EBS) / lean methodologies, financial planning, and operational management to facilitate the implementation and execution HR priorities - Dedication to develop EBS skills as a certified practitioner in one or more areas of critical need - Experience in workforce planning, talent management, and inclusion & diversity - Exceptional written, verbal, interpersonal, and presentation skills and the ability to effectively interface with senior management, Envista's board of directors, and staff - Demonstrated ability to clearly articulate a compelling vision and strategy, including demonstrated ability to produce original content and translate strategy into action for key stakeholders - Demonstrated ability to work well under the pressure of deadlines, unpredictability, and multiple priorities. - Excellent judgment and creative problem-solving skills, including negotiation and conflict-resolution skills - Demonstrated ability to lead and collaborate in a high-performance team environment - Proven experience in influencing senior executives and stakeholders - Leadership by example, showing a willingness to dive into tasks both big and small to drive projects to completion - Ability to travel 25% of time and work in an office environment We could also include Qualifications separate but maybe combine with Requirements. The instruction: Use headings for sections like Qualifications, Skills, Benefits, Pay, Schedule. We have content for Skills maybe from requirements: exceptional written, verbal... etc. Could separate Skills. But we prefer few substantive sections over many thin ones. Could combine Requirements and Qualifications into one section? But headings are predefined; we can choose to include only those with real content. We have content for Requirements (education, experience). We have content for Skills (soft skills). We have content for Benefits (bonus, medical/dental/vision, 401K). We have Pay (salary range). We have Schedule (onsite 4 days per week, location commutable). We have About the role. We should not create sections with filler. So we will include: About the role, Responsibilities, Requirements, Skills, Benefits, Pay, Schedule. Now we need to output HTML fragment: use

for each section heading. Use

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

  for prose. We need to ensure we don't repeat job title as heading. We'll not. We need to remove boilerplate: EEO, legal, operating company, unsolicited resumes, etc. Also remove "Actual compensation packages take into account..." paragraph? That's somewhat generic but we might keep as part of Pay section prose. However it's a bit generic but still substantive? It explains that the disclosed estimate hasn't been adjusted for geographic differential etc. Might be considered filler? It's not a placeholder like "varies". It's explanation. I'd keep it as part of Pay section prose. Also remove "At Envista, it is not typical for an individual to be hired at or near the top of the range..." etc. That's also generic but still part of compensation description. Might keep. But we need to be careful not to include too much generic. The instruction: "Prefer a few substantive sections over many thin ones." So we can keep Pay section with salary range and maybe a brief note about compensation factors. Let's extract Pay prose: The sentences: "Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans." We can keep that as prose in Pay section. Benefits: we can list: annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans. Could be a list. Schedule: "Must reside within a commutable distance to both Brea, CA and Irvine, CA, as the office location will be relocated from Brea to Irvine in approximately Q1 2028. This is not a hybrid or remote opportunity and requires onsite presence 4 days per week." That's schedule/location. We'll put in Schedule section. Now we need to ensure we don't duplicate location info in About the role and Schedule. The About the role currently includes that location sentence. If we move it to Schedule, we should remove from About the role to avoid duplication. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." We need to keep the info somewhere. We can keep it in Schedule and remove from About the role to avoid duplication. Let's adjust About the role to exclude location sentence. Thus About the role will be: first paragraph(s) up to "navigate change." We'll cut off before location. Let's craft About the role prose: "The Director, People Strategy, HR Program Management & EBS is responsible for the planning, alignment, integration, and execution of strategic and operational programs and processes across Envista’s global HR function. The role will drive operational efficiency and impact, lead and facilitate large scale programs, and provide analytical insight and access to the organizational strategy and direction. The Director, People Strategy HR Program Management, & EBS will report directly to the Director, People Ops& Transformation and lead the development and implementation of a three-year transformation initiative to elevate HR’s capability and impact on Envista’s business outcomes. As a key member of the HR Leadership Team, the Director will facilitate efforts to enhance overall HR effectiveness, improve the employee experience, enable data-driven decision-making, and navigate change." Now Responsibilities as list. Requirements as list (education, experience, etc). Might be long; we can keep as list. Skills: we can extract the soft skills: exceptional written, verbal, interpersonal, and presentation skills; ability to interface with senior management, board, staff; ability to articulate vision and strategy; produce original content; translate strategy into action; work under pressure; judgment and problem-solving; lead and collaborate; influence senior executives; leadership by example; ability to travel 25% (maybe schedule). But travel could be schedule? We'll keep travel in Requirements maybe. But we already have travel in Requirements list. So Skills could be: exceptional written, verbal, interpersonal, and presentation skills; ability to effectively interface with senior management, Envista's board of directors, and staff; demonstrated ability to clearly articulate a compelling vision and strategy, including ability to produce original content and translate strategy into action for key stakeholders; demonstrated ability to work well under pressure of deadlines, unpredictability, and multiple priorities; excellent judgment and creative problem-solving skills, including negotiation and conflict-resolution skills; demonstrated ability to lead and collaborate in a high-performance team environment; proven experience in influencing senior executives and stakeholders; leadership by example, showing willingness to dive into tasks both big and small to drive projects to completion. We'll make a list. Benefits list: annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.