Director, Talent - Talent Management

We need to output HTML fragment with sections: About the role? Actually the posting includes description. We need headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections with real content. We need to parse the posting: It includes intro about company, then "Emerge to the Top of Your Career" etc. Then "As our Director, Talent- Talent Management, you will…" then "What You’ll Do" with subsections: Talent Management & Employee Experience, Employee Relations & Risk Management, Talent Roadmap & Program Management, Operational Continuity & Team Leadership. Then "What Success Looks Like". Then "What You’ll Bring". Then benefits and salary info. We need to map to headings: About the role (maybe intro). Responsibilities (What You’ll Do). Requirements/Qualifications/Skills (What You’ll Bring). Benefits (benefits description). Pay (salary range). Schedule (maybe not present). No schedule info. So we omit Schedule. We must not repeat job title as heading. No Job ID. We must preserve all substantive info. Use

for each section heading. Use

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

  for prose. We need to extract lists: Under What You’ll Do there are bullet-like sentences but not explicit bullet list. However we can treat each paragraph as list items? The instruction: Use

  • for any list of duties/requirements/benefits. The posting has sections with multiple items separated by periods. We could convert each sentence into
  • . But we need to preserve all info; we could keep as prose

    . However they explicitly say use

    • for any list of duties/requirements/benefits. The "What You’ll Do" section is a list of duties. So we should make a
      with each duty as
      • . Similarly "What You’ll Bring" is a list of qualifications/skills. So we can make
        there. Benefits also list. We need to avoid filler like "commensurate with experience". Not present. Let's extract content. First, About the role: The introductory paragraphs about MERGE and the role overview. We'll combine into a

        . Then Responsibilities: Under "What You’ll Do" with subheadings. We could keep subheadings as maybe

        ? But only allowed headings are

        for section headings. We could keep subheadings as within

        maybe. But we can just list duties as

        preserving the text. We need to capture each duty bullet: The text after "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. We could keep each bullet as

        . Might be long but okay. Then "What Success Looks Like" maybe could be part of Responsibilities? But it's a separate section describing outcomes. Could be its own section maybe "Success Metrics". But allowed headings only those listed; we could put under Responsibilities as part of duties? Might be better to create a section "What Success Looks Like" but not in allowed list. The instruction: Use

        for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., not exclusive. So we could use other headings if needed? It says use

        for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. But we could still use other headings if needed? Safer to stick to those. We could incorporate "What Success Looks Like" into Responsibilities as a paragraph. Similarly "What You’ll Bring" maps to Requirements/Qualifications/Skills. We could split: Requirements (experience), Qualifications (education?), Skills (specific). But we can just put all under Requirements or Qualifications. Let's make a section "Requirements" with

        of items. Benefits: The paragraph about 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." We'll make
        list. Pay: Salary range $110,000 - $120,000. Also note about subject to change. We'll include that in

        . Schedule: none, omit. We must remove boilerplate: EEO, visa requirement, values list (Ability. Mastering our craft...), etc. Also remove "Applicants for employment in the US must have work authorization..." etc. Also remove "MERGE is proud to be an Equal Opportunity Employer" and diversity statement. Also remove "And here’s how we live our values at MERGE Ability....". Also remove "MERGE believes in transparency and equity..."? Actually that includes salary range mention; we need to keep salary range but we can keep the sentence about transparency? It's part of salary info; we can keep but it's not boilerplate? It's about transparency; could keep but it's not required. Safer to keep only salary range and benefits. We also need to remove "At MERGE, we’re committed to fostering an environment..." that's generic but maybe keep as part of About the role? It's about culture; could keep but it's somewhat generic. Might be okay. We need to preserve ALL substantive information; not remove details like "ADP experience is strongly preferred". Keep. Now craft HTML. Structure:

        About the role

        ... intro paragraphs ...

        Responsibilities

        • ... each duty ...
        ...

        Requirements

        • ... each qualification/skill ...
        ...

        Benefits

        • Medical
        • Dental
        • Vision
        • Life Insurance
        • 401K
        • Lifestyle Spending Account
        • Employer Paid Life & Disability Insurance
        • Flexible Time off & Holidays
        • many other benefits and rewards

        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 might also include a short paragraph about transparency? Not needed. Check for any other substantive info: "At MERGE, we strive to create a superior work experience..." maybe part of About the role. Let's craft About the role paragraph: Combine first paragraphs: "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… Own the execution and continuous improvement of MERGE’s core Talent Management programs while overseeing the operating discipline behind the broader Talent roadmap. This is a hands-on role for an experienced operator who creates structure, anticipates risks, establishes accountability and drives work through completion. You will lead the day-to-day delivery of performance management, talent reviews, employee relations and employee programs, while ensuring broader Talent initiatives have clear owners, milestones and visibility. You will also develop sufficient familiarity with payroll to provide continuity support during planned leaves, unexpected absences and other coverage periods." That seems good. Now Responsibilities list: We'll list each bullet as
        • . Might be many but okay. We need to ensure we don't lose any detail. Let's extract each bullet exactly as in text. I'll list them: 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