Director, Talent - Talent Management

We need to output HTML fragment with sections: About the role? The posting includes intro about MERGE, then "Emerge to the Top of Your Career" etc. The role description: "As our Director, Talent- Talent Management, you will…" then sections: What You’ll Do (with subsections), What Success Looks Like, What You’ll Bring, Salary range, Benefits. We must not repeat job title as heading. Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to decide which sections have content. We have content for: About the role (intro about MERGE and role). Responsibilities (What You’ll Do). Requirements/Qualifications/Skills (What You’ll Bring). Benefits (benefits description). Pay (salary range). Schedule? Not mentioned. So we omit Schedule. We must not include placeholder sections. Also we must not include boilerplate like EEO, etc. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we need to strip out the Equal Opportunity Employer paragraph and the values list? The values list "Ability. Mastering our craft Agility..." maybe not boilerplate but could be considered culture; but it's not a section heading; we could keep as part of About the role? It's after benefits and before EEO. It says "And here’s how we live our values at MERGE Ability. Mastering our craftAgility...." That's likely fluff but could be considered part of About the role? Might be okay to keep as prose. However it's not essential; but we can keep as part of About the role. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all details from What You’ll Do subpoints, What Success Looks Like, What You’ll Bring, salary, benefits. We need to format lists with

• . For prose use

  . We need headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. Possibly combine Requirements/Qualifications/Skills into one? The instruction says use those headings if content exists. We have content for Requirements (experience), Qualifications (maybe same), Skills (specific skills). Could split but better to have few substantive sections. We could have: Responsibilities, Requirements (includes experience, qualifications, skills), Benefits, Pay. Or separate Qualifications and Skills if we have distinct content. The "What You’ll Bring" includes experience, hands-on experience, demonstrated experience, judgment, proven success, experience supporting payroll, leadership skills, ability, attention to detail, proficiency with HRIS etc. That's a mix of qualifications and skills. Could put under Requirements and Skills combined. But to follow instruction, we could have sections: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. However that may be many thin sections. The instruction: "Prefer a few substantive sections over many thin ones." So we should combine where logical. Thus we could have: About the role (intro), Responsibilities (What You’ll Do + What Success Looks Like?), Requirements (What You’ll Bring), Benefits, Pay. But we need to include What Success Looks Like as part of responsibilities? It's about outcomes; could be under Responsibilities or separate section "Expectations". Not in list of allowed headings. Allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can put success under Responsibilities as part of what success looks like. Thus:

  About the role

  ...intro...

  Responsibilities

  • ...list items from What You’ll Do and Success...
  But we need to keep the subheadings within responsibilities? Not required; we can just list all duties. We must preserve ALL substantive information; not lose any detail. So we need to include each bullet from What You’ll Do (including sub-bullets) and What Success Looks Like points. We also need to include the "What You’ll Bring" details. We also need benefits: "MERGE is proud to invest in benefits that include meaningful Medical, Dental, Vision, Life Insurance, 401K, Lifestyle Spending Account, Employer Paid Life & Disability Insurance, Flexible Time off & Holidays plus many other benefits and rewards." Pay: salary range $110,000 - $120,000, note about subject to change. We must not include boilerplate like EEO, values list? The values list maybe not boilerplate but could be considered culture; but it's not a required heading; we could include as part of About the role prose. We must not include duplicated lines. Ensure we don't repeat. Now craft HTML. Let's extract About the role content: The first paragraph(s) up to "As our Director, Talent- Talent Management, you will…" Actually the intro includes: "At MERGE, we are Built Different. We are a marketing and technology agency purpose-built for the intersection of health and wellness—where human impact matters most. By weaving storytelling through technology, we move beyond traditional engagement to Whole Human Marketing. This approach recognizes that humans are multidimensional and complex, and uses AI to ensure every brand interaction feels natural, contextual, and relevant. This commitment to human-first innovation is what brings us together and propels us forward. We are united by our North Star: to unite people and brands to empower healthier, happier lives. Emerge to the Top of Your Career At MERGE, we strive to create a superior work experience where talented and ambitious people grow. An experience that encourages people to think higher and feel deeper. An experience where people engage their minds and hearts to do the best work of their careers. As our Director, Talent- Talent Management, you will…" We can keep that as About the role. Now Responsibilities: combine What You’ll Do (with subpoints) and What Success Looks Like. What You’ll Do includes: - Talent Management & Employee Experience * Own the end-to-end execution of performance management cycles, including planning, goal setting, talent reviews, assessments, systems, communications, training and follow-through. * Develop clear project plans, establish ownership and proactively manage timelines, dependencies and risks. * Ensure leaders and employees understand Talent processes, expectations and required actions. * Maintain and continuously improve Talent Management toolkits, workflows, templates and process documentation. * Monitor completion, exceptions and recurring challenges, providing Talent leadership with concise reporting and recommendations. * Own offboarding processes, including exit interviews, documentation, reporting and identification of recurring themes. * Partner with Talent leadership to operationalize new or updated programs across the agency. - Employee Relations & Risk Management * Serve as a primary resource to managers and employees on employee relations and performance matters. * Independently manage routine and moderately complex matters, escalating sensitive or high-risk issues appropriately. * Guide managers through employee concerns, documentation, coaching and performance development plans. * Ensure matters are addressed promptly, consistently and in accordance with company practices and applicable employment requirements. * Support workforce changes, organizational restructurings and other employee actions by coordinating required processes, documentation, communications and follow-through. * Maintain complete, accurate and appropriately confidential employee relations records. * Identify recurring themes, organizational risks and gaps in manager practice, and recommend appropriate action. - Talent Roadmap & Program Management * Own the integrated Talent roadmap, operating calendar and portfolio-management cadence across Talent functions. * Translate priorities into clear project plans with defined owners, milestones, dependencies, decisions and deadlines. * Hold initiative owners accountable for timely execution while ensuring functional leaders retain ownership of their deliverables and outcomes. * Proactively identify risks, resource constraints and competing priorities, escalating issues that require leadership decisions. * Directly project-manage priority cross-functional initiatives as assigned. * Provide Talent leadership with concise, regular reporting on progress, risks, decisions and next steps. * Ensure completed initiatives are documented and effectively transitioned into ongoing operations. - Operational Continuity & Team Leadership * Cross-train on payroll processes and serve as designated continuity support during planned or unexpected gaps in primary payroll coverage. * Maintain sufficient working knowledge of payroll timelines, controls and ADP processes to provide hands-on support when needed. * Partner with the primary payroll owner and other internal stakeholders to ensure payroll remains accurate and on schedule during coverage periods. * Create and maintain SOPs, controls and cross-training plans that reduce key-person dependency across critical Talent processes. * Mentor junior Talent team members and reinforce a culture of accountability, accuracy, responsiveness and open communication. * Support recurring compliance requirements, audits and reporting by maintaining documentation, tracking deadlines and driving follow-through. * Partner effectively across Talent, Finance, Legal, Operations and agency leadership to resolve issues and move work forward. What Success Looks Like: * Talent programs are completed accurately, consistently and on schedule, with minimal last-minute escalation. * The Talent roadmap has clear priorities, owners, milestones and visibility. * Initiative owners are held accountable, and risks or stalled decisions are surfaced early. * Leaders receive timely, practical guidance and understand their responsibilities. * Employee relations and performance matters are addressed early, documented appropriately and brought to resolution. * Critical processes have current documentation, cross-training and dependable continuity coverage. * Payroll continues accurately and on schedule during planned or unexpected coverage gaps. * Talent leadership has reliable visibility into progress, trends and decisions requiring attention. We can combine these into a single
  list. Now Requirements/Qualifications/Skills: What You’ll Bring: - 10+ years of progressive HR experience, ideally within an agency, technology company or fast-paced professional services environment. - Significant hands-on experience executing and operationalizing performance management, talent reviews and employee programs. - Demonstrated experience managing complex, cross-functional projects and organizational roadmaps. - Strong employee relations judgment and working knowledge of employment law and regulatory requirements. - Proven success building scalable processes, SOPs, controls and operating rhythms. - Experience supporting payroll processes and working knowledge of payroll controls; ADP experience is strongly preferred. - Strong leadership, critical-thinking, problem-solving and stakeholder-management skills. - Ability to work independently, make sound decisions and distinguish between matters to resolve directly and those requiring escalation. - Exceptional attention to detail, follow-through and written and verbal communication skills. - Advanced proficiency with HRIS and performance-management systems, Google Workspace, and people reporting and analytics. We can put these under a single

  Requirements

  (or Qualifications/Skills). Since we have both qualifications and skills, maybe we split: Requirements (experience) and Skills (specific skills). But to keep few sections, we can have Requirements covering experience and qualifications, and Skills covering specific skills. However the list includes both. Could split: Requirements: experience, hands-on experience, managing projects, employee relations judgment, proven success building processes, payroll experience. Skills: leadership, critical-thinking, problem-solving, stakeholder-management, ability to work independently, attention to detail, communication, proficiency with HRIS etc. But the instruction: "Prefer a few substantive sections over many thin ones." So maybe one section "Requirements" that includes all. Thus we will have:

  Requirements

  • ... each bullet ...
  Now Benefits:

  Benefits

  ...benefits text...

  Pay:

  Pay

  The salary range for this role is $110,000 - $120,000, based on the individual’s skills, experience, qualifications, location, and other relevant factors. The salary pay range is subject to change and may be modified at any time.

  We should not include Schedule. Now ensure we don't include any boilerplate like EEO, values list, etc. We'll omit the "And here’s how we live our values at MERGE Ability..." and the EEO paragraph