Learning & Development Specialist
Iovino Enterprises, LLC. · Great Neck, NY · 1 mo ago
On-siteHuman Resources$100k/yrFull-time
We need to produce HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must remove boilerplate. Must preserve all substantive info.
We need to parse the posting.
Let's extract sections:
- About the role: The paragraph after "Iovino Enterprises is the parent company..." includes description of company, role description: "Working with the Director of HR Operations, this role will lead the execution of our Learning & Development strategy..." etc. That's about the role.
- Responsibilities: The list under "III. Key Responsibilities" includes many bullet-like sentences. We need to put them in
- . Should we separate categories? Probably just list each responsibility as li.
- Requirements: Might be under "IV. Qualifications Of The Position". That includes qualifications like experience, work ethic, etc. Could be considered Requirements. Also "Education/Certifications" section: "II. EDUCATION/CERTIFICATIONS". That could be Qualifications or Requirements. We need to decide.
We have sections: Education/Certifications, Qualifications Of The Position. Also there is a Salary Range at end: "#ZR Salary Range:: $100,000 USD - $120,000 USD". That's Pay.
We also have "Final Compensation Will Be Based On a Combination Of Relevant work experience Education Project size Project location Required working hours Candidate subject matter expertise and/or specialty Ability to be approved by agencies/owners as required *Final salary determination is negotiable*". That's also about pay/compensation.
Thus we can have Pay section with that info.
Schedule: Not mentioned. So omit.
Benefits: Not mentioned explicitly. So omit.
Skills: Could be derived from qualifications like communication skills, presentation/facilitation skills, etc. Might be separate Skills section. But we could include under Qualifications. However instruction: Prefer a few substantive sections over many thin ones. So maybe combine Qualifications and Skills into one? But we have headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include only those with real content. We have About the role, Responsibilities, Qualifications (education/certifications + qualifications), Pay. Possibly Requirements could be same as Qualifications? But we have both Requirements and Qualifications headings; we need to decide if we have content for each. The posting has "Education/Certifications" and "Qualifications Of The Position". Those could map to Requirements (education/certifications) and Qualifications (experience, skills). But we could also treat Requirements as the education/certifications, and Qualifications as the experience/skills. That would give us two sections.
Skills: Could be extracted from qualifications like communication skills, presentation/facilitation skills, etc. But those are already in Qualifications. Might be redundant. Better to not create Skills if we already covered in Qualifications. But we need to follow instruction: include a section ONLY when posting has real, specific content for it. If we put Skills, we need specific content. We could extract communication skills, presentation/facilitation skills, etc. That is specific. However those are also in Qualifications. Might be duplication but allowed? Probably better to avoid duplication and keep sections minimal. So we can have About the role, Responsibilities, Requirements (Education/Certifications), Qualifications (experience, skills, attributes), Pay.
Thus we will output:
About the role
...
Responsibilities
- ... each responsibility
Requirements
- Bachelor’s degree in Human Resources, Psychology or other related field (or equivalent experience).
- Master’s degree in I/O Psychology a plus
Qualifications
- At least 5 years of relevant experience preferred.
- Strong work ethic, ability to multi-task and juggle changing priorities.
- Well organized and comfortable with prioritizing and managing multiple priorities and tasks.
- Customer driven - must be responsive to employee concerns and questions.
- Outstanding communication skills and presentation/facilitation skills.
- Ability and willingness to multi-task and manage multiple stakeholders.
- Demonstrated ability to be detail oriented while focusing on the big picture.
- Strong identification with the Company’s mission and values and our commitment to the people we serve and the services we provide.
Pay
Final compensation will be based on a combination of relevant work experience, education, project size, project location, required working hours, candidate subject matter expertise and/or specialty, and ability to be approved by agencies/owners as required. Final salary determination is negotiable. Salary range: $100,000 USD - $120,000 USD.
We must not include any boilerplate like EEO etc. Ensure we preserve all substantive info. Did we miss any? The "Other HR duties as assigned." is part of responsibilities; we should include that as a li. Also "New Hire Orientation: Manage and facilitate new hire orientation, including maintaining, updating, and editing orientation materials to ensure they remain accurate and relevant." is a responsibility. Also "Certifications: Support all employees in their goal towards obtaining certifications/licenses. Keep up to date with CEU and promote them within the organization. Create step by step guides on how to obtain certain certifications. Reimburse employees for fees on exams. Buy any approved resources to help employees prepare for exams." That's a responsibility. Also "Performance Management: Working with the Director of HR Operations, overseeing all performance management. Goal setting: help foster employees in creating detailed measurable goals each year. At year end, discuss with executives and managers the success of each employee. IDP: help managers with creating Individual Development Plans for employees that are transitioning to a new position. Talent Assessment: work with executives and managers to assess the talent pool and notice any trends that may be of concern." That's a responsibility. Also "Technology Administrator: Oversee the learning management system (LMS) and ongoing administration; track and provide regular reporting on learning effectiveness and impact on business goals and objectives. Strategically maximize LMS capabilities, and continuously refresh development content to drive usage and value." Also "Learning Administrator: Coordinate and perform administrative functions necessary to schedule, execute, deliver, and document L&D programs. Fully prepare for logistical requirements of classroom sessions; order/print materials, schedule rooms, set up room, test technology, etc." Also "Business partner: Collaborate with leaders to identify and define training needs, establish objectives to meet the business needs, determine appropriate learning and development solutions that align with business strategy and specific learning objectives. Work with technical experts to develop content and coordinate the program, content, and format." Also "L&D Program Specialist: Design, develop and deliver L&D solutions, partnering with internal subject matter experts (SMEs) and external consultants/partners when appropriate. Develop and execute engaging marketing strategies to create awareness and follow through of the learning and development programs, and all other learning resources. Analyze and evaluate learning and development programs/resources through post training feedback and other metrics for continuous improvement and to determine recommendations and/or solutions to further the impact. Review and continually evolve existing development programs to align with our fast pace and rate of growth." We need to capture all these as li items. Let's list them: - Design, develop and deliver L&D solutions, partnering with internal subject matter experts (SMEs) and external consultants/partners when appropriate. - Develop and execute engaging marketing strategies to create awareness and follow through of the learning and development programs, and all other learning resources. - Analyze and evaluate learning and development programs/resources through post training feedback and other metrics for continuous improvement and to determine recommendations and/or solutions to further the impact. - Review and continually evolve existing development programs to align with our fast pace and rate of growth. - Collaborate with leaders to identify and define training needs, establish objectives to meet the business needs, determine appropriate learning and development solutions that align with business strategy and specific learning objectives. - Work with technical experts to develop content and coordinate the program, content, and format. - Coordinate and perform administrative functions necessary to schedule, execute, deliver, and document L&D programs. - Fully prepare for logistical requirements of classroom sessions; order/print materials, schedule rooms, set up room, test technology, etc. - Oversee the learning management system (LMS) and ongoing administration; track and provide regular reporting on learning effectiveness and impact on business goals and objectives. - Strategically maximize LMS capabilities, and continuously refresh development content to drive usage and value. - Working with the Director of HR Operations, overseeing all performance management. - Goal setting: help foster employees in creating detailed measurable goals each year. - At year end, discuss with executives and managers the success of each employee. - Help managers with creating Individual Development Plans for employees that are transitioning to a new position. - Work with executives and managers to assess the talent pool and notice any trends that may be of concern. - Support all employees in their goal towards obtaining certifications/licenses. - Keep up to date with CEU and promote them within the organization. - Create step by step guides on how to obtain certain certifications. - Reimburse employees for fees on exams. - Buy any approved resources to help employees prepare for exams. - Manage and facilitate new hire orientation, including maintaining, updating, and editing orientation materials to ensure they remain accurate and relevant. - Other HR duties as assigned. That seems comprehensive. Now About the role paragraph: Let's extract from posting: "Iovino Enterprises is the parent company to four New York City based construction companies that share a common commitment to excellence, innovation, and exceptional results. Unlock your potential and seize the opportunity to be at the forefront of a construction empire. As a product of 35 years in the construction business, we have harnessed expertise in cutting-edge technology, human capital management, finance, and legal/compliance, all while fostering an environment where each company retains its distinct personality and style. This “family of companies” culture is rooted in a common vision and set of values: respect, development for all employees regardless of position, and a commitment to give back to our communities. Working with the Director of HR Operations, this role will lead the execution of our Learning & Development strategy and will play an important role in creating and fostering our learning culture. As a key partner to the business, the L&D Specialist will work closely with our leaders and subject matter experts to analyze needs, design and deliver learning programs and content, and coordinate and manage learning programs. This position will also provide additional support to other areas of the HR function with the opportunity to grow and learn from these different areas of Human Resources." We'll put that in. Now Requirements: Education/Certifications bullet list. We have: "Bachelor’s degree in Human Resources, Psychology or other related field (or equivalent experience)." "Master’s degree in I/O Psychology a plus" We'll put as
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