HR Business Partner & PMO - Connected Living Solutions

We need to output HTML fragment with sections: About the role? Actually we have sections: Job Overview (but we shouldn't repeat job title). The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to parse the posting and extract sections. The posting includes: - Intro: "At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world." This is like an overview. - "Job Overview About TE Connectivity ..." This is about the company. - Then "The Role ..." describing responsibilities. - Then "Job Requirements Key Responsibilities ..." Actually they have "Key Responsibilities" then bullet points. - Then "What Your Background Should Look Like" includes qualifications. - Then "Competencies SET : Strategy, Execution, Talent (for managers)" maybe a skill. - Then "About Te Connectivity" repeated. - Then "Compensation Competitive base salary commensurate with experience: $109,100 – $136,000 (subject to change dependent on physical location) Posted salary ranges are made in good faith. TE Connectivity reserves the right to adjust ranges depending on the experience/qualification of the selected candidate as well as internal and external equity. Total Compensation = Base Salary + Incentive(s) + Benefits" - Then "Benefits A comprehensive benefits package including health insurance, 401(k), disability, life insurance, employee stock purchase plan, paid time off and voluntary benefits." - Then "EOE, Including Disability/Vets" (EEO boilerplate) - remove. - Then "IMPORTANT NOTICE REGARDING RECRUITMENT FRAUD ..." - remove. We need to remove boilerplate: EEO, fraud notice, duplicated lines (the About TE Connectivity appears twice). Also remove navigation/cookie etc. We need to keep substantive info: overview, role description, responsibilities, qualifications, competencies, compensation, benefits. We need to decide sections: Possibly "About the role" (overview), "Responsibilities", "Requirements" (or "Qualifications"), "Skills" (competencies), "Pay", "Benefits". Also maybe "About the company"? Not required but could be part of overview. The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose which sections have content. We must not create sections with filler like "commensurate with experience" for Pay? Actually Pay section is allowed if posting actually states them. It does state base salary range. So we can include Pay section with that info. However note: "commensurate with experience" is placeholder? The instruction says never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. The posting states "Competitive base salary commensurate with experience: $109,100 – $136,000 (subject to change dependent on physical location)". That includes "commensurate with experience" but also gives a range. Is that considered filler? The phrase "commensurate with experience" is part of the sentence but not the whole content. The instruction says never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") - meaning if the only content is that phrase, don't create section. But we have actual numbers, so we can include Pay section with the range and note about subject to change. Similarly Benefits: they list specific benefits, so we can include Benefits section. Schedule: not mentioned, so omit. We need to avoid duplicating content. Let's extract substantive content: Overview / About the role: "At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world." plus maybe the "Job Overview About TE Connectivity ..." which is about the company. Could combine as "About the role" or "About TE Connectivity". Since we shouldn't repeat job title, we can have a section "About the role" with that overview paragraph. Responsibilities: The bullet points under "Key Responsibilities". Let's list them: - Serve as a trusted HR advisor to Strategy / Business Development and Marketing leadership teams, interpreting business challenges and translating them into people, organization, and capability priorities. - Partner with leaders to assess and address workforce strategy, capability gaps, leadership effectiveness, and organizational design to support growth initiatives and go-to-market strategies. - Proactively analyze business trends, organizational health indicators, and talent data to influence strategic decision-making. - Coordinate effectively with the HR Solutions organization and HR COEs to effectively lead the successful delivery of the HR services required to drive the business imperatives of the BU and/or Function. - Lead delivery of strategic BU talent management initiatives, including succession planning, talent reviews, leadership development, critical role identification, talent movement, and actions to strengthen leadership pipelines across CLS. - Support organization design and workforce planning efforts aligned to evolving strategy, business development priorities, and marketing capability needs. - Partner with CLS HR leadership and business stakeholders to define, prioritize, and execute BU-wide talent initiatives that address strategic capability gaps, accelerate readiness for critical roles, and improve talent visibility across functions and regions. - Drive governance, stakeholder alignment, metrics, and follow-through for BU talent initiatives, ensuring outcomes are translated into clear actions, ownership, and measurable progress. - Partner with leaders on change management, team effectiveness, and culture initiatives to drive sustained performance and engagement. - Leverage enterprise tools, data, and COE expertise to deliver high-impact solutions while maintaining strong local business partnership. - HR PMO & Annual Process Leadership: Act as the CLS HR PMO lead, owning end-to-end planning, governance, and execution of annual HR processes, including: - Performance Management - Talent Reviews and Organizational Leadership Reviews (OLR) - Compensation and incentive planning cycles - Engagement survey action planning - Establish clear timelines, governance, stakeholder roles, and communication rhythms to ensure consistent, high-quality execution across CLS. We need to format as

  • for any list of duties/requirements/benefits. So we can put each responsibility as
  • . For the sublist under HR PMO & Annual Process Leadership, we could either treat as a separate heading or embed as nested list. Probably better to keep as part of responsibilities: a
  • that contains a nested
    . That's allowed. Requirements / Qualifications: "What Your Background Should Look Like" includes: - Bachelor’s degree in human resources, Business Administration, or related field; Master’s degree preferred. - 8+ years of progressive HR experience, with demonstrated success in HR Business Partner roles supporting senior leaders and complex organizations. - Proven experience partnering with functions and leadership in a matrixed, global environment. - Strong background in program management, BU-level talent initiative leadership, annual HR process leadership, and cross-functional coordination. - Demonstrated ability to influence without authority and navigate competing priorities in a fast-paced environment. We can put these as
    • under Requirements or Qualifications. The instruction mentions both Requirements and Qualifications as possible headings. We can choose one. Since they are qualifications, maybe "Qualifications". But we need to avoid thin sections. We'll make a section "Qualifications" with those items. Competencies: "Competencies SET : Strategy, Execution, Talent (for managers)". That's a skill/competency. Could be under Skills section. We'll make a Skills section with that line. Pay: Provide the salary range and note. Benefits: list benefits. We must not include duplicated lines like the About TE Connectivity repeated. We'll include only once maybe in overview. We must remove EEO and fraud notice. Now construct HTML. We'll start with

      About the role

      then

      At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.

      maybe also include company overview: "TE Connectivity plc (NYSE: TEL) is a global industrial technology leader creating a safer, sustainable, productive, and connected future. As a trusted innovation partner, our broad range of connectivity and sensor solutions enable the distribution of power, signal and data to advance next-generation transportation, energy networks, automated factories, data centers enabling artificial intelligence, and more. Our more than 90,000 employees, including 10,000 engineers, work alongside customers in approximately 130 countries. In a world that is racing ahead, TE ensures that EVERY CONNECTION COUNTS." That's substantive. We'll include that as part of About the role or maybe a separate section "About the company". But we only have headings list; we could add another heading like "About TE Connectivity" but not in list. The instruction says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but says use those for those sections. Safer to stick to those. We can incorporate company overview into About the role paragraph. Thus About the role paragraph will be two sentences: first the intro, then the company overview. Now Responsibilities:

      Responsibilities

      then
      with each responsibility. We need to handle the HR PMO & Annual Process Leadership bullet: It's a responsibility that includes a sublist. We'll make a
      • that contains the text and then a nested
        . Let's list responsibilities: 1. Serve as a trusted HR advisor to Strategy / Business Development and Marketing leadership teams, interpreting business challenges and translating them into people, organization, and capability priorities. 2. Partner with leaders to assess and address workforce strategy, capability gaps, leadership effectiveness, and organizational design to support growth initiatives and go-to-market strategies. 3. Proactively analyze business trends, organizational health indicators, and talent data to influence strategic decision-making. 4. Coordinate effectively with the HR Solutions organization and HR COEs to effectively lead the successful delivery of the HR services required to drive the business imperatives of the BU and/or Function. 5. Lead delivery of strategic BU talent management initiatives, including succession planning, talent reviews, leadership development, critical role identification, talent movement, and actions to strengthen leadership pipelines across CLS. 6. Support organization design and workforce planning efforts aligned to evolving strategy, business development priorities, and marketing capability needs. 7. Partner with CLS HR leadership and business stakeholders to define, prioritize, and execute BU-wide talent initiatives that address strategic capability gaps, accelerate readiness for critical roles, and improve talent visibility across functions and regions. 8. Drive governance, stakeholder alignment, metrics, and follow-through for BU talent initiatives, ensuring outcomes are translated into clear actions, ownership, and measurable progress. 9. Partner with leaders on change management, team effectiveness, and