Human Resource Partner

The user wants me to reformat a job posting into clean, well-structured semantic HTML. I need to follow the rules carefully: 1. Use

for section headings (About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule) 2. Use

• for lists of duties/requirements/benefits, and

  for prose 3. Do NOT repeat the job title as a heading 4. Do NOT put Job ID/requisition numbers as headings 5. Preserve ALL substantive information 6. Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions) 7. Include a section ONLY when the posting has real, specific content for it 8. Never emit a heading followed by filler/placeholder text 9. Never create Pay/Schedule/Benefits sections unless the posting actually states them 10. Output ONLY the HTML fragment — no /, no markdown code fences Let me analyze the job posting content: The posting has: - Company intro/branding (Rosendin) - this is boilerplate/marketing, should be removed or condensed - "Your Next Opportunity" - describes the role - "What You'll Do" - detailed responsibilities broken into categories - "What You'll Need To Be Successful" - broken into Knowledge and judgment, Skills, Mindset and approach, Technical - "Required WHAT YOU BRING TO US:" - required qualifications - "Preferred" - preferred qualifications - "Travel" - up to 20% - "Working Conditions" - detailed - "YOU Matter – Our Benefits" - detailed benefits list - "Pay Range" - $110,000-$144,300 annual - EEO statement at the end - boilerplate, remove I need to structure this into semantic HTML sections. Let me identify the sections: 1. About the role (from "Your Next Opportunity" section) 2. Responsibilities (from "What You'll Do" - multiple subcategories) 3. Requirements/Qualifications (from "What You'll Need To Be Successful" and "Required WHAT YOU BRING TO US:") 4. Skills (from "Skills" subsection) 5. Benefits (from "YOU Matter – Our Benefits") 6. Pay (from "Pay Range") 7. Schedule/Travel/Working Conditions (from Travel and Working Conditions) I should combine related content. The "What You'll Need To Be Successful" has subsections: Knowledge and judgment, Skills, Mindset and approach, Technical. The "Required WHAT YOU BRING TO US:" is the required qualifications. "Preferred" is preferred qualifications. I'll create sections: - About the role - Responsibilities (with sub-lists for each category) - Qualifications (required and preferred) - Skills (from the Skills subsection) - Benefits - Pay - Travel & Working Conditions I need to use

  for each section heading. Use

  • for lists. Use

    for prose. Let me draft the HTML. First, "About the role" - from "Your Next Opportunity" paragraph. That's prose, so

    . "Responsibilities" - from "What You'll Do" with multiple bullet categories. Each category has bullet points. I'll create a

    for each category, or combine into one list with subheadings? The rule says use
    • for any list of duties. I think I should keep the categories as subheadings within the responsibilities section, but the rule says only

      for section headings. I could use

      for subcategories? The instruction says "use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other heading levels, but says use

      for section headings. I think I should use

      for main sections only. For subcategories within responsibilities, I could use or just include them as list items with bold text. But the content has clear subcategories: Employee relations and investigations, Performance and talent execution, Manager Coaching and Capability, Compensation Execution, Workforce Planning and Operational Support, HR Program Delivery, General Responsibilities. I'll make each a

      with a leading label, or just include the category as a list item with nested list? Simpler: for each category, output a

      Category

      then
      • ... But the rule says use
        • for any list of duties. I think it's okay to have multiple
          lists under the Responsibilities section. I'll structure Responsibilities as:

          Responsibilities

          Employee relations and investigations

          • ...

          Performance and talent execution

          • ...
          etc. Similarly for Qualifications: combine "What You'll Need To Be Successful" and "Required WHAT YOU BRING TO US:" and "Preferred". I'll create a Qualifications section with Required and Preferred subsections. Skills: there's a "Skills" subsection under "What You'll Need To Be Successful". I'll include that as a separate Skills section. Benefits: detailed list. Pay: pay range. Travel & Working Conditions: combine Travel and Working Conditions. Now, I must not include boilerplate: the initial company branding paragraphs ("Whether you're a recent grad...", "Why Rosendin?...", "Since our founding...", "We'd love to have you as a shareholder!") - these are marketing, not substantive role info. I'll omit them. Also remove EEO statement at end. Now, write HTML. Let me extract the content precisely. About the role: "The Human Resources Partner is the day-in, day-out HR partner for a defined client group — typically a region, business unit, or functional area at Rosendin. This role owns the people-related execution and judgment work within that client group based on established HR/Company established policies, procedures, practices, and guidelines, partnering directly with front-line and mid-level leaders on employee relations, performance management, manager coaching, and the operational delivery of HR programs throughout the overall employee lifecycle. Role is the field intelligence layer for all areas of responsibility within the function — the person who hears what's happening on the ground first and identifies/surfaces patterns to the HRBP and leadership. This role sits between HR Operations and the HR Business Partner. HR Operations handles transactional and program-based execution; HRBPs partner with senior leaders on strategic workforce decisions. The Human Resources Partner is the connective tissue — owning the complex people work that requires sound judgment and ground-level relationships, while freeing HRBPs to focus on strategic partnership with senior leaders. The Human Resources Partner partners closely with HRBPs and People Centers of Excellence including Compensation & Benefits, HR Operations, Learning & Development, and Talent Acquisition. They are the field intelligence layer for the function — the person who hears what's happening on the ground first and surfaces patterns to the HRBP and leadership." That's a lot of prose. I'll put as

          maybe multiple paragraphs. Responsibilities: each bullet list under each category. I'll copy the bullet points exactly. Qualifications: Required: "Bachelor's degree in human resources or related field. 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching. Can be a combination of education, training, and relevant experience." Preferred: "Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP). Prior experience in construction, trades, or other project-based or field-heavy industries. Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner." Skills: from "Skills" subsection: "Demonstrated ability to lead workplace investigations from intake through resolution and documentation. Demonstrated ability to coach managers through difficult people decisions, including performance, termination, and compensation conversations. Strong verbal and written communication skills, with the ability to influence, negotiate, and effectively interact at all levels of the organization. Basic data analysis and interpretation skills to inform decision-making. Demonstrated problem-solving skills, including creative and innovative approaches to addressing challenges." Mindset and approach: "High level of discretion and professionalism in handling sensitive and confidential employee information. Strong organizational skills with the ability to manage multiple priorities, maintain accurate records, and ensure timely follow-up. Ability to work effectively in a fast-paced environment, adapt to changing priorities, and maintain a positive, customer-focused mindset." Technical: "Proficiency in Microsoft Office (Outlook, Word, Excel); experience with HRIS platforms such as Workday, Oracle, or SharePoint preferred." Knowledge and judgment: "Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management. Ability to assess risk, think critically, and exercise sound judgment in ambiguous or complex situations. Foundational understanding of compensation practices and the ability to apply established programs to live situations." I need to decide where to put Knowledge and judgment, Mindset, Technical. They are under "What You'll Need To Be Successful". Could be part of Qualifications or separate Skills section. The instruction says use

          for Skills section. I'll create a Skills section for the "Skills" subsection, and maybe include Knowledge and judgment, Mindset, Technical under Qualifications or separate. But the instruction says "Qualifications, Skills" as separate headings. I'll make a Qualifications section for required/preferred education/experience, and a Skills section for the Skills subsection. The Knowledge and judgment, Mindset, Technical could be part of Qualifications or Skills. I'll include them in Qualifications as additional requirements. Better: Qualifications section with Required and Preferred, and also include Knowledge, Mindset, Technical as part of qualifications. But the posting separates them. I'll create a "Qualifications" section with subsections: Required, Preferred, Knowledge & Judgment, Mindset & Approach, Technical Proficiency. But the rule says only

          for section headings. I can use

          for Qualifications, then use

          for subsections? The instruction doesn't forbid

          . It says "use

          for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't say you cannot use other headings. But to be safe, I'll use

          for main sections only, and use for subheadings within. I'll structure:

          About the role

          ...

          Responsibilities

          Employee relations and investigations

          • ...

          ...

          Qualifications

          Required

          • Bachelor's degree in human resources or related field.
          • 5+ years of progressive HR experience, including direct experience with employee relations, investigations, performance management, and manager coaching.
          • Can be a combination of education, training, and relevant experience.

          Preferred

          • Human Resources certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
          • Prior experience in construction, trades, or other project-based or field-heavy industries.
          • Experience supporting a defined client group (region, business unit, or function) as the primary day-to-day HR partner.

          Knowledge and judgment

          • Working knowledge of employment laws and regulations related to employee management, including FMLA, leave of absence, ADA, NLRA, return-to-work, and general compliance and risk management.
          • Ability to assess risk, think critically, and exercise sound judgment in ambiguous or