Financial and HR Shared Service Supervisor

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate like EEO, legal, etc. Also remove duplicated lines. Must preserve all substantive info. We need to parse the posting. Content: Role & Responsibilities: paragraph describing overseeing activities, supervision of two admin employees, managing receipt/invoicing, resolves invoice exceptions, tracks freight receivers for AP processing, supports month-end closing, accrual rebuild reporting, GL entries, inventory management, cycle counts, physical inventory, closes inventory, supports payroll processing, creates analysis reports, provides quarterly coaching, uses Continuous Improvement tools, participates in CI problem solving. Qualifications & Requirements: Bachelor's degree in Business/Accounting or equivalent combination of education and experience with 5-7 years' experience in similar administrative/accounting role to include supervisory experience. Proven accounting/bookkeeping aptitude with basic understanding of general HR practices. Well-developed organizational skills with ability to prioritize, plan, execute multiple tasks. Outstanding people skills and ability to build rapport within diverse workforce. Self-starter with ability to manage own time efficiently. Strong interpersonal and communication skills. Excellent verbal and written communication skills. Must possess strong analytical and problem-solving skills. Versatile and readily adaptable to new, different, or changing circumstances. Proficient in Microsoft Office software and possesses aptitude to learn new computer applications as required. Oracle experience or experience with other ERP systems and ADP (payroll) a plus. Additional Information: Shift: 6am-4pm Department: Main Office Rate of pay may be adjusted based on qualifications and experience of the candidate. USG employees enjoy a number of benefit options for themselves and their families. These include two medical insurance options, as well as vision and dental coverage. The cost of these optional programs varies based on coverage level - employees generally pay 25% of the monthly premium cost, USG pays the rest. These coverage options are offered on the first day of employment with no waiting period. Additionally, USG employees enjoy both a 401(k) Investment Plan with company match and a pension plan. Beyond these main features, employees may also choose from a number of additional programs like life insurance, accident insurance, legal insurance, even pet insurance, just to name a few. USG also offers Quarterly (hourly) / Annual (salary) bonus potential for all employees based on performance metrics tied to safety, quality, and productivity. USG also provides employees with paid time off and paid holidays. Since 1902, Chicago-based USG has been a leader in producing innovative, award-winning products and systems to build everything from major commercial developments and residential housing to home improvements. USG's employees are committed to the highest levels of customer satisfaction and quality in everything we do. Our steadfast commitment to the company's core business values – innovation, quality, integrity, service, diversity, efficiency and safety – have helped us become the company we are today. EOE including disability/veteran Headquartered in Chicago, we serve construction markets around the world with wall, ceiling, flooring, sheathing and roofing products that enable our customers to build the outstanding spaces where people live, work and play. Our network of plants, mines, quarries and other facilities includes 49 manufacturing locations and over 7,500 employees across North America. We need to remove boilerplate: EOE, legal, etc. Also remove duplicated lines: "Rate of pay may be adjusted based on the qualifications and experience of the candidate." appears twice; we keep once. We need to decide sections: About the role (maybe from Role & Responsibilities? Actually "Role & Responsibilities" is a heading; we could treat that as About the role? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to these headings. The posting has "Role & Responsibilities" and "Qualifications & Requirements". Also Additional Information includes shift, department, pay, benefits. We could create sections: - About the role: maybe a brief summary? But we must not invent content. We could use the first paragraph of Role & Responsibilities as About the role? However the instruction says use headings like About the role, Responsibilities, etc. We could treat "Role & Responsibilities" as Responsibilities section. Then we might not need About the role if no separate content. But we could combine the introductory sentence into About the role? The posting starts with "Role & Responsibilities Responsible for overseeing...". There's no separate "About the role". So we should not create About the role heading if no specific content. We'll only include sections with real content. Thus we will have:

Responsibilities

with

• items for each duty.

  Requirements

  maybe combine Qualifications & Requirements? The instruction includes Requirements and Qualifications as separate possible headings. We could split: Requirements (education/experience) and Qualifications (skills). But we can also just have one section Qualifications. However we need to follow instruction: use headings as examples; we can choose which to include. We'll include both Requirements and Qualifications if we can split content logically. From Qualifications & Requirements paragraph: first sentence about degree and experience -> Requirements. Then list of skills -> Qualifications. Thus:

  Requirements

  with
  • for degree, experience, supervisory experience.

    Qualifications

    with
    • for skills: accounting aptitude, HR understanding, organizational skills, people skills, self-starter, communication skills, analytical problem-solving, adaptable, MS Office proficiency, Oracle/ERP/ADP a plus. We could also include Skills section separate? But we already have Qualifications covering skills. The instruction includes Skills as possible heading; we could move some to Skills. But to avoid duplication, we can keep Qualifications and maybe not include Skills. However we need to ensure we include all substantive info. If we put skills under Qualifications, that's fine. Next: Benefits: we have description of medical, vision, dental, 401(k), pension, additional programs, bonus potential, PTO, holidays. We'll create

      Benefits

      with
      • . Pay: we have "Rate of pay may be adjusted based on the qualifications and experience of the candidate." That's the only pay info. It's not a specific number or range, but it's substantive? It says may be adjusted based on qualifications. That's not a specific pay figure; but it's still info about pay. The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state that pay may be adjusted based on qualifications. That's a statement about pay, albeit vague. Should we include Pay section? The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state something about pay, albeit not a number. I'd argue we should include Pay section with that sentence. Schedule: we have "Shift: 6am-4pm". That's schedule info. So we include Schedule section. We also have Department: Main Office. Could be part of About the role? Not needed. We need to avoid boilerplate: remove EOE, legal, duplicated lines, etc. Also remove the long company history paragraph? That's not boilerplate? It's about company background; could be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Company history is not explicitly listed as boilerplate, but it's likely fluff. However it's substantive info about the company; but maybe we should keep? The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The company history is substantive? It's not about the job but about the company. Might be considered boilerplate? Usually such paragraphs are considered boilerplate. The instruction didn't explicitly say to remove company description, but it's typical to remove. However it says "Preserve ALL substantive information". The company history could be considered substantive about employer. I'd lean to keep it? But it's not directly about the role. The instruction didn't forbid company description. However many such tasks remove it. I'd decide to keep it as a brief paragraph maybe under About the role? But we don't have About the role section. Could add a paragraph under About the role? But we said we won't create About the role unless there is content. The company history could be considered About the role? Not really. Given the instruction to prefer a few substantive sections over many thin ones, and to not create sections with filler, I'd omit the company history as it's not directly relevant to the job and could be considered filler. Also the instruction says remove duplicated lines, cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. Company history not listed, but it's still generic. I'd remove it to keep focused. Thus final HTML:

        Responsibilities

        • Oversee activities and tasks performed at a manufacturing facility in general administration, financial analysis, local HR admin support, and business support.
        • Directly supervise two administrative employees performing financial and human resources activities.
        • Manage receipt and invoicing activity, resolve invoice exceptions, and track freight receivers for AP processing.
        • Support month-end closing activities, including financial documentation filing and maintenance.
        • Perform and maintain accrual rebuild reporting to ensure timely resolution of AP processing and proper reporting.
        • Perform or provide oversight of administrator completing GL entries and balances related to miscellaneous inventory management; prepare, coordinate, and execute cycle counts and physical inventory; close inventory, including review of pending transactions.
        • Support payroll processing activities including the time‑keeping system.
        • Create analysis reports for management regarding cost, efficiency, and inventory trends.
        • Provide quarterly coaching to direct reports.
        • Use Continuous Improvement tools (GEMBA walks, Reflection Meetings, Accountability Boards) to drive improvement and uphold the same expectation for staff.
        • Participate in Continuous Improvement problem‑solving activities and utilize them to drive department improvements.

        Requirements

        • Bachelor’s degree in Business/Accounting or an equivalent combination of education and experience.
        • 5‑7 years' experience in a similar administrative or accounting role, including supervisory experience.

        Qualifications

        • Proven accounting or bookkeeping aptitude with a basic understanding of general Human Resources practices.
        • Well‑developed organizational skills with the ability to prioritize, plan, and execute multiple tasks.
        • Outstanding people skills and the ability to build rapport within a diverse workforce.
        • Self‑starter with the ability to manage own time efficiently and productively.
        • Strong interpersonal and communication skills; excellent verbal and written communication skills.
        • Must possess strong analytical and problem‑solving skills.
        • Versatile and readily adaptable to new, different, or changing circumstances.
        • Proficient in Microsoft Office software and possesses aptitude to learn new computer applications as required.
        • Oracle experience or experience with other ERP systems and ADP (payroll) a plus.

        Benefits

        • Two medical insurance options, plus vision and dental coverage; employees generally pay 25% of the monthly premium cost, USG pays the rest; offered on the first day of employment with no waiting period.
        • 401(k) Investment Plan with company match.
        • Pension plan.
        • Additional programs such as life insurance, accident insurance, legal insurance, pet insurance, etc.
        • Quarterly (hourly) /