HUMAN RESOURCES DIVISION DIRECTOR-TALENT MANAGEMENT
for headings. Use - for lists,
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate, navigation, EEO, etc. Must preserve all substantive info.
We need to parse the posting.
Key info:
- Position: Human Resources Division Director - Talent Management (but we don't repeat title as heading). The description: Under general direction, is responsible and accountable for the oversight of programs and services of the County’s recruitment and selection, classification and compensation, and organizational effectiveness; and performs related work as required.
- This is an Open Competitive/Countywide Promotional recruitment being conducted to fill a full-time vacancy in Human Resources which will become effective January 8, 2027. The list established from this recruitment may be used to fill future vacancies as they occur.
- Total compensation package link: "Please click HERE for the Total Compensation Package for this job classification which includes county paid employee health benefits after 30 days of employment, county paid retirement benefits, vacation accruals, etc. The Total Compensation Package outlines the various benefits offered by Washoe County and the annual earnings based on the entry level salary for the job classification."
Thus Benefits: county paid employee health benefits after 30 days, county paid retirement benefits, vacation accruals, etc. Also mention total compensation package outlines benefits and annual earnings based on entry level salary.
- Minimum Qualifications: Five years of full-time progressively responsible human resources experience working with programs and systems governed by state and federal regulations, with at least two of those years acting in a supervisory/management capacity; AND a bachelor’s degree from an accredited college or university with a major in human resources management, business administration, or a closely related field; OR any equivalent combination of experience, education, and training.
- License Or Certificate: A valid driver’s license may be required at the time of appointment and if required, must be maintained for continued employment in this classification.
- The Ideal Candidate Will Have: list of attributes (SHRM Certification, strong expertise in public-sector HR, strategic, collaborative, progressive, forward-thinking; strong knowledge and experience in classification and compensation, recruitment and selection, learning development and training; excellent interpersonal skills; ability to build strong working relationships; HR leader guiding complex HR programs while fostering culture of excellence; ability to lead and motivate staff; ability to understand organizational climate and establish critical relationships; excellent written and verbal communication and public presentation skills; skilled at assessing organizational and individual challenges, identifying solutions, facilitating effective change management; highly developed critical thinking skills, analytical skills, ability to make good decisions and exercise sound judgment.)
- Conditions of Employment: Unclassified and Confidential position, not covered by bargaining unit. Reports to Chief Human Resources Officer. Background checks via State of Nevada and FBI. Fee $40 for background investigation effective Oct 1, 2026 paid by employee deducted from first paycheck. Employment contingent upon background check results, conviction not necessarily bar. Washoe County requires employees to reside in state of Nevada or neighboring California communities such as Truckee, South Lake Tahoe or Susanville as of first day. Washoe County hires all new employees at minimum rate of salary range and eligible employees may receive an annual merit increase of 5% until they reach maximum salary for classification. Upon promotion, current employees placed at minimum rate of salary range for higher classification or promotional calculation whichever greater.
- What Happens Next: Application instructions etc. We need to remove application instructions per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should drop the "What Happens Next" section (application instructions). Also drop contact info? It's not exactly application instructions but contact for questions. Might be considered part of application instructions? It says "If you have questions regarding this position, please contact Alicia Agrella at: 775-328-6383 or e-mail aagrella@washoecounty.gov." That's contact info; not strictly application instructions but could be considered part of application process. The instruction says remove application instructions. Contact info might be considered part of that. Safer to remove it.
- EEO statement: remove.
- Also remove duplicated lines.
Thus we need sections: About the role (maybe overview), Responsibilities, Requirements (maybe Minimum Qualifications), Qualifications (maybe Ideal Candidate?), Skills (maybe list of skills from Ideal Candidate), Benefits, Pay, Schedule.
We need to decide which sections have real specific content.
- About the role: Could be the first paragraph describing oversight of programs and services. That's substantive.
- Responsibilities: Could be same as about role? Might be duplicate. But we can separate: Responsibilities: oversight of recruitment and selection, classification and compensation, organizational effectiveness; performs related work as required. Also maybe mention open competitive recruitment etc. But that's more about recruitment. Might be better to put under About the role.
- Requirements: Minimum Qualifications (experience, education, driver's license). Also Conditions of Employment (background check, residency, etc.) could be under Requirements or separate. But we have limited sections; we can put Requirements for minimum qualifications and license; and maybe Qualifications for Ideal Candidate attributes.
- Skills: Could be the Ideal Candidate list (SHRM certification, expertise, strategic, etc.) but many are attributes not skills. Could treat as Skills.
- Benefits: health benefits after 30 days, retirement benefits, vacation accruals, etc. Also mention total compensation package outlines benefits and annual earnings based on entry level salary.
- Pay: The posting mentions annual earnings based on entry level salary, but not specific numbers. It says "The Total Compensation Package outlines the various benefits offered by Washoe County and the annual earnings based on the entry level salary for the job classification." No actual number. Also mentions merit increase of 5% until max salary. No specific pay range. Since we should not create Pay section unless posting actually states them. It does not state specific pay; only mentions that total compensation package outlines annual earnings based on entry level salary. That's still not a specific number. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." For Benefits, we have concrete statements: health benefits after 30 days, retirement benefits, vacation accruals. So Benefits section is okay. For Pay, we don't have specific pay; we have mention of annual earnings based on entry level salary but not a number. That might be considered stating them? It's vague. Safer to omit Pay section because no explicit salary figure or range. Similarly Schedule: not mentioned (full-time vacancy). It says full-time vacancy. That's a schedule: full-time. Could we create Schedule section? The posting says "full-time vacancy". That's a schedule detail. It states full-time. So we could include Schedule: Full-time. However instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state full-time. So we can include Schedule.
Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Schedule.
We need to avoid filler like "commensurate with experience". Not present.
Now craft HTML.
We'll use
About the role
...
Responsibilities: maybe list of duties: oversight of recruitment and selection, classification and compensation, organizational effectiveness; performs related work as required. Could be - ...
Requirements: Minimum Qualifications and license. Could be - Five years ...
- Bachelor’s degree ...
- Or equivalent combination...
- A valid driver’s license may be required...
Qualifications: maybe Ideal Candidate attributes (but that's more skills). Actually we could treat Ideal Candidate as Qualifications. But we already have Requirements for minimum qualifications. Qualifications could be "SHRM Certification; strong expertise in public-sector HR; strategic, collaborative, progressive, forward-thinking; strong knowledge and experience in classification and compensation, recruitment and selection, learning development and training; excellent interpersonal skills; ability to build strong working relationships; HR leader guiding complex HR programs while fostering culture of excellence; ability to lead and motivate staff; ability to understand organizational climate and establish critical relationships; excellent written and verbal communication and public presentation skills; skilled at assessing organizational and individual challenges, identifying solutions, facilitating effective change management; highly developed critical thinking and analytical skills; ability to make good decisions and exercise sound judgment." That's a lot; we can list as - ...
Skills: maybe we could combine with Qualifications; but we need to avoid duplication. Perhaps we treat Qualifications as the Ideal Candidate list, and Skills as something else? But there is no separate skills list besides those. Could we omit Skills section? The instruction: "Prefer a few substantive sections over many thin ones." So we could combine Ideal Candidate into Qualifications and not have Skills. But we need to decide which sections to include. We have About the role, Responsibilities, Requirements, Qualifications, Benefits, Schedule. That's six sections. That's fine.
We need to ensure we don't repeat content.
Let's extract precise sentences.
About the role: "Under general direction, is responsible and accountable for the oversight of programs and services of the County’s recruitment and selection, classification and compensation, and organizational effectiveness; and performs related work as required."
Also maybe mention that it's an Open Competitive/Countywide Promotional recruitment to fill a full-time vacancy effective Jan 8, 2027, list may be used for future vacancies. That could be part of About the role or Responsibilities. I'd put that in About the role as context.
Thus About the role paragraph: combine those.
Responsibilities: Could be the oversight list. But we already used that in About the role. To avoid duplication, maybe About the role is general description, Responsibilities is specific duties list. Let's split:
About the role: "This is an Open Competitive/Countywide Promotional recruitment being conducted to fill a full-time vacancy in Human Resources which will become effective January 8, 2027. The list established from this recruitment may be used to fill future vacancies as they occur."
Responsibilities: "Under general direction, is responsible and accountable for the oversight of programs and services of the County’s recruitment and selection, classification and compensation, and organizational effectiveness; and performs related work as required."
That avoids duplication.
Requirements: Minimum Qualifications and license.
We need to preserve all substantive info: Minimum Qualifications: "Five years of full-time progressively responsible human resources experience working with programs and systems governed by state and federal regulations, with at least two of those years acting in a supervisory/management capacity; AND a bachelor’s degree from an accredited college or university with a major in human resources management, business administration, or a closely related field; OR any equivalent combination of experience, education, and training."
License: "A valid driver’s license may be required at the time of appointment and if required, must be maintained for continued employment in this classification."
We could also include Conditions of Employment (background check, residency, etc.) under Requirements or maybe a separate section but we don't have a heading for that. Could incorporate into Requirements as additional items.
But we must not invent sections; we can add more list items under Requirements.
Thus Requirements list items:
- Five years of full-time progressively responsible HR experience working with programs and systems governed by state and federal regulations, with at least two years in a supervisory/management capacity.
- Bachelor’s degree from an accredited college/university with a major in HR management, business administration, or a closely related field.
- Or any equivalent combination of experience, education, and training.
- A valid driver’s license may be required at the time of appointment and, if required, must be maintained for continued employment.
- Position is unclassified and confidential, not covered by a bargaining unit; reports to the Chief Human Resources Officer.
- Successful candidates must pass a background investigation conducted by the State of Nevada and FBI; a $40 fee (effective Oct 1, 2026) will be deducted from
for prose. Do not repeat job title. Do not include Job ID etc. Remove boilerplate, navigation, EEO, etc. Must preserve all substantive info. We need to parse the posting. Key info: - Position: Human Resources Division Director - Talent Management (but we don't repeat title as heading). The description: Under general direction, is responsible and accountable for the oversight of programs and services of the County’s recruitment and selection, classification and compensation, and organizational effectiveness; and performs related work as required. - This is an Open Competitive/Countywide Promotional recruitment being conducted to fill a full-time vacancy in Human Resources which will become effective January 8, 2027. The list established from this recruitment may be used to fill future vacancies as they occur. - Total compensation package link: "Please click HERE for the Total Compensation Package for this job classification which includes county paid employee health benefits after 30 days of employment, county paid retirement benefits, vacation accruals, etc. The Total Compensation Package outlines the various benefits offered by Washoe County and the annual earnings based on the entry level salary for the job classification." Thus Benefits: county paid employee health benefits after 30 days, county paid retirement benefits, vacation accruals, etc. Also mention total compensation package outlines benefits and annual earnings based on entry level salary. - Minimum Qualifications: Five years of full-time progressively responsible human resources experience working with programs and systems governed by state and federal regulations, with at least two of those years acting in a supervisory/management capacity; AND a bachelor’s degree from an accredited college or university with a major in human resources management, business administration, or a closely related field; OR any equivalent combination of experience, education, and training. - License Or Certificate: A valid driver’s license may be required at the time of appointment and if required, must be maintained for continued employment in this classification. - The Ideal Candidate Will Have: list of attributes (SHRM Certification, strong expertise in public-sector HR, strategic, collaborative, progressive, forward-thinking; strong knowledge and experience in classification and compensation, recruitment and selection, learning development and training; excellent interpersonal skills; ability to build strong working relationships; HR leader guiding complex HR programs while fostering culture of excellence; ability to lead and motivate staff; ability to understand organizational climate and establish critical relationships; excellent written and verbal communication and public presentation skills; skilled at assessing organizational and individual challenges, identifying solutions, facilitating effective change management; highly developed critical thinking skills, analytical skills, ability to make good decisions and exercise sound judgment.) - Conditions of Employment: Unclassified and Confidential position, not covered by bargaining unit. Reports to Chief Human Resources Officer. Background checks via State of Nevada and FBI. Fee $40 for background investigation effective Oct 1, 2026 paid by employee deducted from first paycheck. Employment contingent upon background check results, conviction not necessarily bar. Washoe County requires employees to reside in state of Nevada or neighboring California communities such as Truckee, South Lake Tahoe or Susanville as of first day. Washoe County hires all new employees at minimum rate of salary range and eligible employees may receive an annual merit increase of 5% until they reach maximum salary for classification. Upon promotion, current employees placed at minimum rate of salary range for higher classification or promotional calculation whichever greater. - What Happens Next: Application instructions etc. We need to remove application instructions per instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should drop the "What Happens Next" section (application instructions). Also drop contact info? It's not exactly application instructions but contact for questions. Might be considered part of application instructions? It says "If you have questions regarding this position, please contact Alicia Agrella at: 775-328-6383 or e-mail aagrella@washoecounty.gov." That's contact info; not strictly application instructions but could be considered part of application process. The instruction says remove application instructions. Contact info might be considered part of that. Safer to remove it. - EEO statement: remove. - Also remove duplicated lines. Thus we need sections: About the role (maybe overview), Responsibilities, Requirements (maybe Minimum Qualifications), Qualifications (maybe Ideal Candidate?), Skills (maybe list of skills from Ideal Candidate), Benefits, Pay, Schedule. We need to decide which sections have real specific content. - About the role: Could be the first paragraph describing oversight of programs and services. That's substantive. - Responsibilities: Could be same as about role? Might be duplicate. But we can separate: Responsibilities: oversight of recruitment and selection, classification and compensation, organizational effectiveness; performs related work as required. Also maybe mention open competitive recruitment etc. But that's more about recruitment. Might be better to put under About the role. - Requirements: Minimum Qualifications (experience, education, driver's license). Also Conditions of Employment (background check, residency, etc.) could be under Requirements or separate. But we have limited sections; we can put Requirements for minimum qualifications and license; and maybe Qualifications for Ideal Candidate attributes. - Skills: Could be the Ideal Candidate list (SHRM certification, expertise, strategic, etc.) but many are attributes not skills. Could treat as Skills. - Benefits: health benefits after 30 days, retirement benefits, vacation accruals, etc. Also mention total compensation package outlines benefits and annual earnings based on entry level salary. - Pay: The posting mentions annual earnings based on entry level salary, but not specific numbers. It says "The Total Compensation Package outlines the various benefits offered by Washoe County and the annual earnings based on the entry level salary for the job classification." No actual number. Also mentions merit increase of 5% until max salary. No specific pay range. Since we should not create Pay section unless posting actually states them. It does not state specific pay; only mentions that total compensation package outlines annual earnings based on entry level salary. That's still not a specific number. The instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." For Benefits, we have concrete statements: health benefits after 30 days, retirement benefits, vacation accruals. So Benefits section is okay. For Pay, we don't have specific pay; we have mention of annual earnings based on entry level salary but not a number. That might be considered stating them? It's vague. Safer to omit Pay section because no explicit salary figure or range. Similarly Schedule: not mentioned (full-time vacancy). It says full-time vacancy. That's a schedule: full-time. Could we create Schedule section? The posting says "full-time vacancy". That's a schedule detail. It states full-time. So we could include Schedule: Full-time. However instruction: "never create Pay/Schedule/Benefits sections unless the posting actually states them." It does state full-time. So we can include Schedule. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Schedule. We need to avoid filler like "commensurate with experience". Not present. Now craft HTML. We'll use
About the role
...
Responsibilities: maybe list of duties: oversight of recruitment and selection, classification and compensation, organizational effectiveness; performs related work as required. Could be- ...
- Five years ...
- Bachelor’s degree ...
- Or equivalent combination...
- A valid driver’s license may be required...
- ...