Director, Special Events
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. The posting includes: About The Lucas Museum Of Narrative Art (intro), Position Summary, Responsibilities (with subheadings), Qualifications, Skills, Physical Requirements (maybe not a standard heading but we can treat as Requirements? The instruction says use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly.
We have: About the role: could be the Position Summary and museum description? The "About The Lucas Museum Of Narrative Art" is description of museum, not role. The "Position Summary" is about role. So we can put that under About the role
.
Responsibilities: we have a big list under Responsibilities heading. Use - .
Qualifications: we have EDUCATION AND EXPERIENCE section. That's qualifications.
Skills: we have Skills section.
Physical Requirements: not a standard heading but could be placed under Requirements? The instruction says we can use Requirements heading for any list of duties/requirements/benefits. Physical requirements are requirements. So we could put under
Requirements
with list.
Pay: we have "$116,000 - $139,000 a year". That's pay. So include Pay
with .
Benefits: not mentioned besides "An attractive compensation package will be offered". That's vague; we should not create Benefits section unless specific. So omit.
Schedule: not mentioned. Omit.
We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate like EEO etc. Also remove "EQUAL OPPORTUNITY AND OUR COMMITMENT TO DEAIB" etc.
We need to preserve all substantive information. So include museum description, position summary, responsibilities (including sub-sections), qualifications, skills, physical requirements, pay.
We need to format as HTML fragment: use
for each section heading, then content: either
for prose,
- for lists.
We need to decide how to handle subheadings within responsibilities (like "EVENTS AND SPECIAL PROGRAMS STRATEGY", "MUSEUM PRE-OPENING ACTIVIES", "STAFF AND TEAM MANAGEMENT", "CORE COMPETENCIES"). Those are not standard headings but we could keep them as or maybe as
but instruction only says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we could treat those as
with bold or just keep as plain text. Probably better to keep them as
with to preserve info.
We must not invent or summarize away detail. Keep all details.
Let's extract content.
First, museum description paragraph:
"About The Lucas Museum Of Narrative Art Opening in September 2026, the Lucas Museum of Narrative Art is dedicated to illustrated storytelling. Founded by George Lucas and Mellody Hobson, the museum’s collection features works by artists including Norman Rockwell, Kadir Nelson, Jessie Willcox Smith, N. C. Wyeth, Beatrix Potter, Judith F. Baca, Frida Kahlo, and Maxfield Parrish; as well as comic art legends such as Winsor McCay, Jack Kirby, Frank Frazetta, Alison Bechdel, Chris Ware, and R. Crumb; and photographers Gordon Parks, Henri Cartier-Bresson, and Dorothea Lange. The Museum also houses the Lucas Archives, containing models, props, concept art, and costumes from Lucas’s filmmaking career. Designed by Ma Yansong of MAD with a landscape by Mia Lehrer of Studio-MLA, the Museum is in Exposition Park, Los Angeles, on an 11-acre campus that includes new green space and a 300,000-square-foot building with galleries, two theaters, a library, restaurant, café, retail store, and community spaces."
We'll put that in a under About the role? Actually About the role should be position summary. But we could include museum description as part of About the role? The instruction: About the role heading for section headings (e.g. About the role, Responsibilities...). So we should put role summary there, not museum description. However we need to preserve museum description somewhere. Could we put it under About the role as well? Might be okay but it's not about role. Maybe we could create a separate section like "About the Museum" but not allowed headings. Could we embed it in a
before the About the role heading? The instruction says output ONLY the HTML fragment, no extra tags. It didn't forbid having a
before first heading. So we could start with a
containing museum description, then
About the role
with position summary. That seems acceptable.
Now Position Summary text:
"As part of the Revenue and Engagement team, the Director of Special Events will ensure that the Events team will provide excellent event planning and project management services to the customers and guests of the Museum using the Museum’s multiple indoor and outdoor venue spaces. In collaboration with the Revenue and Engagement team the Director of Special Events develops and guides the strategy and implementation for all event planning, production, and venue operations, including coordination for catering services. These functions include establishing and maintaining the policies, event agreements, price points, and client relationships. The Director of Special Events is also responsible for coordinating and managing multiple, concurrent projects while demonstrating attention to detail and the ability to develop, implement, and track project and departmental budgets. All staff at the Lucas Museum of Narrative Art lead through a deep commitment to diversity, equity, and inclusion, both within the Museum and with the communities that we serve. Salary and titles will be assigned commensurate to the successful candidates’ education and experience. An attractive compensation package will be offered to the successful candidate(s)."
We need to keep all that. Note that the last two sentences about salary and compensation are also covered in Pay section later; but we should keep them in the summary? Might be duplicate. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep them. However we also have a Pay section later with the salary range. It's okay to have both.
Now Responsibilities section: we need to list all responsibilities as - . The responsibilities are grouped under headings but we can just make each bullet a responsibility line. However we need to preserve the subheadings maybe as part of bullet text. Let's extract each bullet.
Under "EVENTS AND SPECIAL PROGRAMS STRATEGY": lines:
- Primary department contact for vetting and processing potential event Clients (Internal and External) expressing interest in booking our facilities from initial inquiry to contract execution
- Become an expert for the Museum’s event space and capabilities
- Manage all aspects of event’s database (Elite), maintain events department calendar, client, and vendor databases
- Respond to potential clients in a timely and professional manner and provide accurate information to help convert inquiries to contracts when appropriate
- Responsible for contracting with clients by executing Event Reservation Agreements for third party events and managing all financial deposits to confirm the events
- In partnership with the Revenue and Engagement team- Plan and execute all event logistics, for development and fundraising events including venue selection, catering, entertainment, décor, and transportation
- Support internal teams on the planning and production of internal events
- Assist in the cultivation and stewardship of donor relationships through events
- Primary department contact for marketing and selling the Museum’s world class destination for third party (external) events
- Work with the communications department to develop a cohesive marketing strategy to promote the Museum as a premier destination for events
- Implement a sales strategy and create a sales plan aligned with the Museum’s mission
- Attend industry-related events and networks to identify new event clients and vendors
- Collaborate with the museum's restaurant and catering operators to design and implement food and beverage offerings that enhance event experiences
- Ensure clear communication and coordination between event planning and restaurant/catering teams to meet event requirements and guest expectations
- Develop and maintain strong working relationships with restaurant and catering staff to ensure high-quality service and innovation in event menus
Under "MUSEUM PRE-OPENING ACTIVIES": (note typo ACTIVIES)
- Propose strategies to implement a strong event planning process from conception to execution and event assessment
- Manage and maintain all aspects of events department calendar, client, and vendor databases
- Conduct research to remain current on event-related trends by proactively gathering information, making site visits of other venues, and reaching out to local and national arts institutions for benchmarking
- Build a library of suggested vendors and create event check lists
- Propose, implement, and manage the department’s fiscal budgets and strategize sales goals
- Work with the General Counsel and CFO to implement all event agreements and vendor contracts
- Create and implement venue policies to improve event sales functions for the Museum and advise Senior Leadership on such policies
Under "STAFF AND TEAM MANAGEMENT":
- Hire, train, develop, and evaluate staff effectively, taking corrective action as necessary on a timely basis and in accordance with Museum policy
- Evaluate the team plan for continual improvement of the efficiency and effectiveness of the group
- Promote a culture of high performance and continuous improvement that values learning and a commitment to quality
- Mentor and develop a staff using a supportive and collaborative approach on a consistent basis
- Establish and monitor staff performance and development goals, assign accountabilities, set objectives, establish priorities, conduct and annual performance appraisals
Under "CORE COMPETENCIES": This is a list of competencies with descriptions. We need to preserve them. Could treat each competency as a bullet with its description.
List:
- Analytical Rigor: Simplifies complex problems by using critical thinking to evaluate problems, gathering information, incorporating multiple perspectives, understanding causes, and identifying best-possible solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations. Adopts an audience-centric approach, understanding the needs of the audience and incorporating them, as appropriate, into the decision.
- Courageous Communication: Intentionally works well with others both on the team and cross-functionally to achieve individual, team, department, or organizational goals. Values diverse input and working with others as a way to achieve the best output possible.
- Collaborative Excellence: Displays courage when handling difficult conversations and genuinely and intentionally communicates. Relays key messages effectively, targeted to specific audiences. Identifies others' communication styles and perspectives, adjusting language and approach accordingly. Employs active listening to understand, rather than reply. Asks for, integrates, and values feedback from team, peers, and leaders.
- Adaptive Resilience: Thrives and grows in a rapidly changing and complex environment. Displays flexibility, activates networks, and adopts a continuous growth mindset to learn from mistakes and bounce back from adversity.
- Inclusive Interaction: Actively contributes to an environment in which all employees feel a sense of belonging, valued for their differences and empowered to participate and contribute freely.
- Building Trust & Relationship Management Accountable Ownership and clearly shares information and the "why" behind decisions. Asks for and values the opinions of others. Displays empathy when listening. Acknowledges when trust has been broken and focuses on rebuilding. Relates comfortably with people across levels, functions, cultures, and geographies. Identifies interpersonal and group dynamics and reacts effectively.
- Accountable Ownership Takes ownership of outcomes, positive or negative, without blaming others within the team or cross-functionally. Recognizes when they are not approaching a situation with accountability but instead with a blame mindset. Takes accountability for assigned tasks and executes on deliverables in a timely manner.
- Strategic Alignment & Execution Contributes to the organization by understanding and
Requirements
with list. Pay: we have "$116,000 - $139,000 a year". That's pay. So includePay
with. Benefits: not mentioned besides "An attractive compensation package will be offered". That's vague; we should not create Benefits section unless specific. So omit. Schedule: not mentioned. Omit. We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate like EEO etc. Also remove "EQUAL OPPORTUNITY AND OUR COMMITMENT TO DEAIB" etc. We need to preserve all substantive information. So include museum description, position summary, responsibilities (including sub-sections), qualifications, skills, physical requirements, pay. We need to format as HTML fragment: use
for each section heading, then content: either
for prose,
- for lists.
We need to decide how to handle subheadings within responsibilities (like "EVENTS AND SPECIAL PROGRAMS STRATEGY", "MUSEUM PRE-OPENING ACTIVIES", "STAFF AND TEAM MANAGEMENT", "CORE COMPETENCIES"). Those are not standard headings but we could keep them as or maybe as
but instruction only says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we could treat those as
with bold or just keep as plain text. Probably better to keep them as
with to preserve info. We must not invent or summarize away detail. Keep all details. Let's extract content. First, museum description paragraph: "About The Lucas Museum Of Narrative Art Opening in September 2026, the Lucas Museum of Narrative Art is dedicated to illustrated storytelling. Founded by George Lucas and Mellody Hobson, the museum’s collection features works by artists including Norman Rockwell, Kadir Nelson, Jessie Willcox Smith, N. C. Wyeth, Beatrix Potter, Judith F. Baca, Frida Kahlo, and Maxfield Parrish; as well as comic art legends such as Winsor McCay, Jack Kirby, Frank Frazetta, Alison Bechdel, Chris Ware, and R. Crumb; and photographers Gordon Parks, Henri Cartier-Bresson, and Dorothea Lange. The Museum also houses the Lucas Archives, containing models, props, concept art, and costumes from Lucas’s filmmaking career. Designed by Ma Yansong of MAD with a landscape by Mia Lehrer of Studio-MLA, the Museum is in Exposition Park, Los Angeles, on an 11-acre campus that includes new green space and a 300,000-square-foot building with galleries, two theaters, a library, restaurant, café, retail store, and community spaces." We'll put that in a
under About the role? Actually About the role should be position summary. But we could include museum description as part of About the role? The instruction: About the role heading for section headings (e.g. About the role, Responsibilities...). So we should put role summary there, not museum description. However we need to preserve museum description somewhere. Could we put it under About the role as well? Might be okay but it's not about role. Maybe we could create a separate section like "About the Museum" but not allowed headings. Could we embed it in a
before the About the role heading? The instruction says output ONLY the HTML fragment, no extra tags. It didn't forbid having a
before first heading. So we could start with a
containing museum description, then
About the role
with position summary. That seems acceptable. Now Position Summary text: "As part of the Revenue and Engagement team, the Director of Special Events will ensure that the Events team will provide excellent event planning and project management services to the customers and guests of the Museum using the Museum’s multiple indoor and outdoor venue spaces. In collaboration with the Revenue and Engagement team the Director of Special Events develops and guides the strategy and implementation for all event planning, production, and venue operations, including coordination for catering services. These functions include establishing and maintaining the policies, event agreements, price points, and client relationships. The Director of Special Events is also responsible for coordinating and managing multiple, concurrent projects while demonstrating attention to detail and the ability to develop, implement, and track project and departmental budgets. All staff at the Lucas Museum of Narrative Art lead through a deep commitment to diversity, equity, and inclusion, both within the Museum and with the communities that we serve. Salary and titles will be assigned commensurate to the successful candidates’ education and experience. An attractive compensation package will be offered to the successful candidate(s)." We need to keep all that. Note that the last two sentences about salary and compensation are also covered in Pay section later; but we should keep them in the summary? Might be duplicate. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. So we should keep them. However we also have a Pay section later with the salary range. It's okay to have both. Now Responsibilities section: we need to list all responsibilities as- . The responsibilities are grouped under headings but we can just make each bullet a responsibility line. However we need to preserve the subheadings maybe as part of bullet text. Let's extract each bullet. Under "EVENTS AND SPECIAL PROGRAMS STRATEGY": lines: - Primary department contact for vetting and processing potential event Clients (Internal and External) expressing interest in booking our facilities from initial inquiry to contract execution - Become an expert for the Museum’s event space and capabilities - Manage all aspects of event’s database (Elite), maintain events department calendar, client, and vendor databases - Respond to potential clients in a timely and professional manner and provide accurate information to help convert inquiries to contracts when appropriate - Responsible for contracting with clients by executing Event Reservation Agreements for third party events and managing all financial deposits to confirm the events - In partnership with the Revenue and Engagement team- Plan and execute all event logistics, for development and fundraising events including venue selection, catering, entertainment, décor, and transportation - Support internal teams on the planning and production of internal events - Assist in the cultivation and stewardship of donor relationships through events - Primary department contact for marketing and selling the Museum’s world class destination for third party (external) events - Work with the communications department to develop a cohesive marketing strategy to promote the Museum as a premier destination for events - Implement a sales strategy and create a sales plan aligned with the Museum’s mission - Attend industry-related events and networks to identify new event clients and vendors - Collaborate with the museum's restaurant and catering operators to design and implement food and beverage offerings that enhance event experiences - Ensure clear communication and coordination between event planning and restaurant/catering teams to meet event requirements and guest expectations - Develop and maintain strong working relationships with restaurant and catering staff to ensure high-quality service and innovation in event menus Under "MUSEUM PRE-OPENING ACTIVIES": (note typo ACTIVIES) - Propose strategies to implement a strong event planning process from conception to execution and event assessment - Manage and maintain all aspects of events department calendar, client, and vendor databases - Conduct research to remain current on event-related trends by proactively gathering information, making site visits of other venues, and reaching out to local and national arts institutions for benchmarking - Build a library of suggested vendors and create event check lists - Propose, implement, and manage the department’s fiscal budgets and strategize sales goals - Work with the General Counsel and CFO to implement all event agreements and vendor contracts - Create and implement venue policies to improve event sales functions for the Museum and advise Senior Leadership on such policies Under "STAFF AND TEAM MANAGEMENT": - Hire, train, develop, and evaluate staff effectively, taking corrective action as necessary on a timely basis and in accordance with Museum policy - Evaluate the team plan for continual improvement of the efficiency and effectiveness of the group - Promote a culture of high performance and continuous improvement that values learning and a commitment to quality - Mentor and develop a staff using a supportive and collaborative approach on a consistent basis - Establish and monitor staff performance and development goals, assign accountabilities, set objectives, establish priorities, conduct and annual performance appraisals Under "CORE COMPETENCIES": This is a list of competencies with descriptions. We need to preserve them. Could treat each competency as a bullet with its description. List: - Analytical Rigor: Simplifies complex problems by using critical thinking to evaluate problems, gathering information, incorporating multiple perspectives, understanding causes, and identifying best-possible solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations. Adopts an audience-centric approach, understanding the needs of the audience and incorporating them, as appropriate, into the decision. - Courageous Communication: Intentionally works well with others both on the team and cross-functionally to achieve individual, team, department, or organizational goals. Values diverse input and working with others as a way to achieve the best output possible. - Collaborative Excellence: Displays courage when handling difficult conversations and genuinely and intentionally communicates. Relays key messages effectively, targeted to specific audiences. Identifies others' communication styles and perspectives, adjusting language and approach accordingly. Employs active listening to understand, rather than reply. Asks for, integrates, and values feedback from team, peers, and leaders. - Adaptive Resilience: Thrives and grows in a rapidly changing and complex environment. Displays flexibility, activates networks, and adopts a continuous growth mindset to learn from mistakes and bounce back from adversity. - Inclusive Interaction: Actively contributes to an environment in which all employees feel a sense of belonging, valued for their differences and empowered to participate and contribute freely. - Building Trust & Relationship Management Accountable Ownership and clearly shares information and the "why" behind decisions. Asks for and values the opinions of others. Displays empathy when listening. Acknowledges when trust has been broken and focuses on rebuilding. Relates comfortably with people across levels, functions, cultures, and geographies. Identifies interpersonal and group dynamics and reacts effectively. - Accountable Ownership Takes ownership of outcomes, positive or negative, without blaming others within the team or cross-functionally. Recognizes when they are not approaching a situation with accountability but instead with a blame mindset. Takes accountability for assigned tasks and executes on deliverables in a timely manner. - Strategic Alignment & Execution Contributes to the organization by understanding and