Lead Supervisor I

The user wants me to reformat a job posting into clean, well-structured semantic HTML. Let me analyze the content and apply the rules. First, I need to identify the sections: - About the role (brand description) - Responsibilities (multiple bullet points) - Requirements/Qualifications (experience, physical requirements) - Skills/Competencies (two sets: for all employees, for people managers) - Benefits (listed) - Pay (base pay range) - Schedule (not explicitly mentioned, but maybe implied? Not stated) Rules: - Use

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

• for lists,

  for prose. - Do NOT repeat job title as heading (the page already shows it). The job title appears to be "Brand Ambassador" but the posting seems to be for a leadership role (Lead Supervisor level). The title might be "Brand Ambassador" but the description includes management duties. I'll not include a heading for the title. - Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. There's no job ID. - 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. The EEO statement and ADA accommodation info should be removed. Also the "Visit Our People page" and "Visit Tapestry, Inc." links are navigation/boilerplate. - 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. Now, let's structure: 1. About the role: The first paragraph describes Coach and the role. I'll put that in a

  under

  About the role

  . 2. Responsibilities: There are many bullet points under "Brand Ambassador", "Create Winning Teams/Drive Results", "Customer Focused (internal And External)". These are all responsibilities. I'll combine them into one Responsibilities section with a
  of
  • items. Need to preserve all substantive info. I'll list each bullet as a separate
  • . There are subheadings like "Brand Ambassador", "Create Winning Teams/Drive Results", "Customer Focused (internal And External)". I could keep them as subheadings within the list? But the rule says use
    • for any list of duties. I could make each bullet a list item, maybe grouping under subheadings using or separate lists? The rule says use
      • for any list of duties/requirements/benefits. I think it's okay to have multiple
        sections, but the heading is "Responsibilities". I'll create one
        with all the bullet points, each as
        • . I'll include the subcategory as part of the bullet text (e.g., "Brand Ambassador: Maintains strong leadership presence..."). That preserves structure. 3. Qualifications & Requirements: There's a section "Qualifications & Requirements" with two bullet points (experience and physical requirements). Also "Our Competencies for All Employees" and "Our Competencies for All People Managers" are skills/competencies. I'll create a "Requirements" section for the qualifications, and a "Skills" section for competencies. The rule says use

          for section headings like "Requirements", "Qualifications", "Skills". I'll combine Qualifications and Requirements into one "Requirements" section (since they are similar). Then a "Skills" section for competencies. 4. Benefits: Listed: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Also a link to complete list. I'll include the list as

          • and maybe a note about the link? But the rule says remove application instructions and navigation. The link is to a complete list, maybe keep as a

            with link? But the rule says remove navigation/legal boilerplate. I'll include the benefits list and omit the link. 5. Pay: Base Pay Range $17.00-$27.75. Also note about minimum wage compliance. I'll include a Pay section with that info. 6. Schedule: Not mentioned. So no Schedule section. Now, remove EEO statement, ADA accommodation, "Coach. is an equal opportunity...", "Americans With Disabilities Act...", "Visit Tapestry, Inc." etc. Also remove "Please click here for a complete list of U.S Corporate Compensation & Benefits." That's a link. Now, write HTML. Let's draft:

            About the role

            Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in. Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive.

            Responsibilities

            • Brand Ambassador: Maintains strong leadership presence on the sales floor to achieve sales targets and deliver an exceptional customer experience.
            • Brand Ambassador: Serves as a Brand Ambassador embodying Coach values and increasing brand awareness.
            • Brand Ambassador: Leads implementation of Company initiatives and support full operation of the business.
            • Brand Ambassador: Maintain a growth mindset for business and personal development initiatives.
            • Create Winning Teams/Drive Results: Establishes trust, maintains integrity, and supports an environment of collaboration within store and throughout the organization to promote a fair, positive experience, and an inclusive culture amongst the team.
            • Create Winning Teams/Drive Results: Monitor and analyze sales data, identify trends, and make recommendations to enhance store performance and implement individualized team development to increase overall customer experience.
            • Create Winning Teams/Drive Results: Exemplifies strong business acumen and executes forward-planned strategies to achieve leaderships initiatives surrounding store goals / KPIs.
            • Create Winning Teams/Drive Results: Supports the store with recruiting, interviewing, performance evaluation, high-level training as needed.
            • Create Winning Teams/Drive Results: Provides necessary feedback and guidance geared to improve individual performance on all levels; holds team accountable for achieving individual and business goals.
            • Create Winning Teams/Drive Results: Adheres to and enforces team compliance of Company policies and procedures in addition to store operational procedures.
            • Customer Focused (internal And External): Assists in executing innovative strategies for exceptional customer experiences for both internal and external partners.
            • Customer Focused (internal And External): Create a customer-centric Culture that prioritizes customer satisfaction and mentor team on clienteling strategy to build long-term customer relationships to meet business goals.
            • Customer Focused (internal And External): Provides HR and conflict resolution support to team and in district in absence of leadership team.
            • Customer Focused (internal And External): Champions the company resources to support a healthy work environment for internals customer.

            Requirements

            • 1+ years of equivalent experience in Managing Competitive Retail Space at the Lead Supervisor level.
            • Can bend, reach, stretch as well as lift, carry and move at least 25 pounds and, at times, lift and carry product, cartons, props or fixtures up to 50 pounds.
            • Ability to lift at least 25 lbs. regularly (up to 50 lbs, occasionally), to climb, bend, kneel, and maneuver sales floor and stockroom.

            Skills

            Competencies for All Employees

            • Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
            • Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
            • Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
            • Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
            • Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
            • Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
            • Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.

            Competencies for All People Managers

            • Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
            • Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
            • Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.

            Benefits

            • Medical insurance
            • Dental insurance
            • Vision insurance
            • 401 (K)
            • Paid Paternity and Maternity leave