HR Generalist

The user wants me to reformat a job posting into clean, well-structured semantic HTML. Let me analyze the content and apply the rules. Rules: - Use

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

• for lists of duties/requirements/benefits, and

  for prose - Do NOT repeat the job title as a heading (page already shows it) - 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 - 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") - 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 Now, let's parse the job posting: The posting starts with a company description and role overview. Then "Key Responsibilities" with three subsections: Talent Acquisition & Operational HR Services (60%), Strategic HR Services (25%), HR Administration and Compliance (15%). Each has bullet points. Then "Qualifications" with a list of requirements. Then EEO statement and recruiter disclaimer - these are boilerplate to remove. No Pay, Schedule, Benefits sections mentioned. So we should not create those. We need to structure into sections: About the role (or Overview), Responsibilities (with subsections), Qualifications (or Requirements). The rules say use

  for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can use "About the role" for the introductory paragraph. Then "Responsibilities" with sub-sections? The rules say use

  for section headings. Should we use

  for each responsibility category? The example headings include "Responsibilities" as a heading. The posting has three categories with percentages. We could make "Responsibilities" as an

  and then maybe use

  for subcategories? But the rules only mention

  for section headings. It says "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid using

  for subsections, but the instruction says "use

  for section headings". Might be safer to keep only

  for main sections. However, the responsibilities have three distinct areas with percentages. Could treat each as a separate

  ? But they are subsections of Responsibilities. The rules say "Prefer a few substantive sections over many thin ones." So maybe we keep one "Responsibilities" section with a list that includes the three categories as sub-items? But the content is detailed with many bullet points. Better to have "Responsibilities" as

  and then use

  with nested lists? Or we could have three

  headings: "Talent Acquisition & Operational HR Services", "Strategic HR Services", "HR Administration and Compliance". But the rules say use

  for section headings like "Responsibilities". It doesn't say we can't have other headings. However, the example list includes "Responsibilities" as a heading. The posting has "Key Responsibilities" as a heading. I think we should have an

  for "Responsibilities" and then within that, we can have subheadings using

  or just bold text? But the output must be semantic HTML. The rules don't explicitly forbid

  . But they say "use

  for section headings". That might imply only

  for top-level sections. I'll assume we can use

  for each major section: "About the role", "Responsibilities", "Qualifications". For the three responsibility areas, we can present them as sub-sections within Responsibilities using

  or just as list items with bold labels. However, the content is extensive. Let's see: The posting has "Key Responsibilities" then three bullet categories each with multiple bullet points. We could structure as:

  Responsibilities

  Talent Acquisition & Operational HR Services (60%)

  ... list items ...

  Strategic HR Services (25%)

  ... list items ...

  HR Administration and Compliance (15%)

  ... list items ...
  But the rules didn't mention

  . However, they didn't forbid it. The instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't say "only use

  ". It says use

  for section headings. Subsections could be

  . I think it's acceptable. Alternatively, we could make each responsibility area a separate

  but that would be many sections. The rules say "Prefer a few substantive sections over many thin ones." So maybe keep one Responsibilities section with subsections. I'll go with

  for main sections: About the role, Responsibilities, Qualifications. Within Responsibilities, use

  for the three areas. Now, the introductory paragraph: "Surmodics Services and Technologies, Inc. (SurmodicsST) is dedicated to delivering industry-leading expertise in the development, manufacturing, and application of coatings for medical devices. We are seeking a Human Resources Generalist to join our team! The Human Resources Generalist develops and implements HR programs and initiatives that support business objectives, talent development, and employee engagement. This role partners with leaders and employees across the US, with a focus on leading recruitment efforts and serving as the primary HR site contact for the Horsham, PA office. The position balances strategic HR partnership with hands-on execution across talent acquisition, employee relations, performance management, and HR compliance." That's the "About the role" content. Then Responsibilities as described. Then Qualifications: list of bullet points. We must remove the EEO statement and recruiter disclaimer. Also note: The posting says "SurmodicsST is an is an equal opportunity employer..." and the recruiter disclaimer. Remove. Now, produce HTML fragment. Let's write. First,

  About the role

  Surmodics Services and Technologies, Inc. (SurmodicsST) is dedicated to delivering industry-leading expertise in the development, manufacturing, and application of coatings for medical devices. We are seeking a Human Resources Generalist to join our team! The Human Resources Generalist develops and implements HR programs and initiatives that support business objectives, talent development, and employee engagement. This role partners with leaders and employees across the US, with a focus on leading recruitment efforts and serving as the primary HR site contact for the Horsham, PA office. The position balances strategic HR partnership with hands-on execution across talent acquisition, employee relations, performance management, and HR compliance.

  Then

  Responsibilities

  Talent Acquisition & Operational HR Services (60%)

  • Lead US recruitment efforts across the organization, partnering with hiring managers to define staffing needs, develop recruitment strategies, establish hiring priorities, and deliver effective hiring outcomes.
  • Manage the full-cycle recruitment process, including job postings, candidate sourcing, screening, interview coordination, candidate assessment, offer management, and onboarding partnership.
  • Build and maintain effective relationships with external recruiters, staffing partners, universities, and other talent sources to strengthen recruitment pipelines and support business growth.
  • Monitor recruitment metrics and prepare hiring activity reports to evaluate recruiting effectiveness, identify trends, and recommend process improvements.
  • Develop, launch, and manage a company-wide US internship program, including program design, stakeholder engagement, intern recruitment, university partnerships, onboarding, and ongoing program evaluation.
  • Partner with business leaders to identify meaningful internship opportunities, establish program objectives, and create a positive, development-focused experience for interns and participating teams.
  • Provide guidance and support to managers and employees on employee relations matters, performance concerns, workplace policies, and appropriate resolution strategies.
  • Lead or coordinate thorough, objective, and confidential employee investigations, documenting findings and recommending appropriate actions in partnership with relevant stakeholders.
  • Provide guidance, training, and interpretation of HR policies, procedures, and practices to promote consistency and effective application across the organization.
  • Serve as the primary HR site contact for the Horsham, PA office, supporting local employee needs, coordinating site-related HR activities, facilitating employee engagement initiatives, and promoting a positive and connected workplace experience.
  • Support site communications, employee events, office-related initiatives, and coordination with internal stakeholders to ensure the Horsham office remains aligned with broader organizational priorities.

  Strategic HR Services (25%)

  • Partner with business leaders and functional stakeholders to develop and implement HR strategies and initiatives that support organizational priorities, strengthen company culture, and enhance employee engagement.
  • Facilitate organizational planning processes, including workforce planning, organizational structure assessments, and identification of talent needs and capability gaps.
  • Support talent management initiatives, including performance management, leadership development, succession planning, and employee development.
  • Contribute to the development and implementation of compensation strategies and programs that support business objectives and promote internal equity and external competitiveness.
  • Identify opportunities to improve HR processes, programs, and practices to enhance organizational effectiveness and the overall employee experience.

  HR Administration and Compliance (15%)

  • Maintain current knowledge of applicable federal, state, and local employment laws and regulations and support compliance across the US.
  • Partner with Legal and other relevant stakeholders on employment-related matters, policy interpretation, investigations, and risk mitigation as needed.
  • Maintain accurate employee records, HR documentation, and HR information systems in accordance with company policies and applicable legal requirements.
  • Support the development, communication, implementation, and ongoing review of HR policies, procedures, and programs.
  • Maintain appropriate confidentiality and ensure the accurate handling of sensitive employee and organizational information.
  • Support HR reporting, documentation, and administrative processes to promote operational efficiency and data integrity.
  Then

  Qualifications

  • 3+ years of progressive HR experience, including experience supporting multiple business functions and managing a range of HR activities.
  • Bachelor’s degree in human resources, business administration, or a related field.
  • Demonstrated experience in recruitment and talent acquisition, including partnering with hiring managers and managing multiple open positions.
  • Experience developing, coordinating, or managing HR programs and initiatives; experience establishing an internship or early-career talent program is preferred.
  • Strong understanding of HR practices, employee relations, performance management, and applicable employment laws and regulations.
  • Excellent critical-thinking, analytical, problem-solving, and decision-making skills, with the ability to assess situations and recommend practical solutions.
  • Strong written, verbal, interpersonal, and relationship-building skills, with the ability to communicate effectively across all levels of an organization.
  • Demonstrated ability to manage competing priorities, independently develop project plans, and drive initiatives through successful execution.
  • Proficiency with Microsoft Office applications, including Excel