Manager, Human Resources, Madera

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions). Must not invent or summarize away detail. Must not include sections with filler like "commensurate with experience". Must only include sections when posting has real specific content. We need to parse the posting. Content: POSITION PURPOSE: description. PRINCIPAL ACCOUNTABILITIES: bullet points (list). Those are responsibilities. NATURE AND SCOPE: reporting lines, direct reports. KNOWLEDGE & SKILLS: list of requirements/qualifications. WORKING CONDITIONS: physical demands, travel, etc. BAC Hiring Compensation Range $98,400 to $168,900. (Pay) BAC offers a comprehensive benefits package to include medical, dental, vision, paid time off, 401k, employee stock ownership plan, and more. (Benefits) BAC Employees are eligible to participate in an annual bonus incentive program. (maybe part of benefits or compensation) Equal Opportunity Employer ... (boilerplate, remove) Also "Please see additional details on the BAC website at www.Baltimoreaircoil.com." (maybe not needed, but it's a link; could be considered boilerplate? It's not navigation/legal but it's a reference; maybe keep? The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. This is not exactly those; it's a reference to website for more details. Might be considered extra but not prohibited. However we should preserve substantive info; it's not essential but could be kept as a p. But maybe better to omit as it's not core. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. This line is substantive? It's a pointer to more details; could be considered not essential but still info. I'd keep it as a p maybe under a section? Not a heading. We need sections: About the role (position purpose). Responsibilities (principal accountabilities). Requirements (knowledge & skills). Qualifications maybe overlapping; but we can combine? The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We can choose which to include based on content. We have position purpose -> About the role. Principal accountabilities -> Responsibilities. Knowledge & skills -> Requirements/Qualifications/Skills. Could split into Requirements (education, experience) and Skills (competencies). But we can also just have one section Requirements that includes all. However they want prefer a few substantive sections over many thin ones. So we can have About the role, Responsibilities, Requirements, Benefits, Pay. Maybe also Working Conditions? Not a standard heading but could be included under Requirements? Not exactly. There's no standard heading for Working Conditions; but we could include as a separate section maybe "Working Conditions". However the list of allowed headings includes only those; but they said "e.g." meaning examples, not exhaustive? It says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect those headings only. So we should stick to those. Working conditions could be part of Requirements? Not ideal but we could embed in Requirements as a bullet. Or we could create a section "Working Conditions" but that's not in the list; risk of being considered not following instruction. Safer to stick to given headings. Thus sections: - About the role (position purpose) - Responsibilities (principal accountabilities) - Requirements (knowledge & skills, plus maybe nature and scope? Could include reporting lines etc.) - Benefits - Pay Schedule: not mentioned, so omit. We must not include headings with filler. Ensure each section has substantive content. Now extract content. About the role: The POSITION PURPOSE paragraph. Responsibilities: PRINCIPAL ACCOUNTABILITIES bullet points. Need to convert each bullet into

. The bullet points are sentences starting with verbs. We'll list them. Requirements: KNOWLEDGE & SKILLS includes education, experience, specific knowledge, abilities, etc. Also NATURE AND SCOPE maybe includes reporting lines and direct reports; could be included as part of Requirements (maybe under "Nature and Scope" but we can embed). Also WORKING CONDITIONS could be included but maybe not needed. However we should preserve all substantive info; we can include working conditions as part of Requirements (maybe as a bullet). But it's not strictly a requirement; it's condition. Could be part of Requirements but okay. We need to not invent or summarize away detail; we must keep all details. Thus we need to extract each sentence from KNOWLEDGE & SKILLS and WORKING CONDITIONS and NATURE AND SCOPE. Let's list them: NATURE AND SCOPE: - The Human Resource Manager will report to the Regional Operations HR Leader - Americas and will have matrixed reporting to the site Plant Manager. - As part of the Americas Human Resource Team, the Human Resources Manager will have interactions and engagement with the HR Director - Americas as well as partner with the HR Managers at other locations for consistent implementation of policies and procedures. - The Human Resources Manager will have direct reports. KNOWLEDGE & SKILLS: - Bachelor’s degree in business, HR or similar required. MBA is preferred. - Minimum 5 years of experience in Human Resources roles with progressing responsibilities. - Minimum 1 year of California specific HR experience. - Proven knowledge of all core HR processes including performance management, leadership development, talent management, compensation, succession planning, training, and organizational development. - Prior experience providing confidential counseling and coaching to all levels of the organization; exercising judgment within defined procedures and practices to determine appropriate action. - Ability to identify strategic needs, resource key projects, develop recommendations, and lead change implementation with little or no direction. - Excellent analytical and problem-solving skills and business acumen as demonstrated through previous work experience and accomplishments; this includes translating people-related metrics to actionable results. - Strong written and oral communication skills; prior experience clearly expressing complex ideas and strong presentation skills. - Strong organizational skills, and ability to effectively disseminate information in a clear and concise manner. - Judgment - displays willingness to make decisions; exhibits sound and accurate judgment; supports and explains reasoning for decisions; includes appropriate people in the decision-making process; makes timely decisions. - Prior direct experience managing and mentoring a team preferred. - Demonstrated success in a manufacturing environment required. - Professional certifications preferred (PHR, SHRM, etc.). WORKING CONDITIONS: - The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job. - While performing this job, the employee is regularly required to stand and walk up to 40% of the time. - This position requires occasional lifting up to 20 pounds and travel both domestically and internationally up to 10% of the time. Compensation/Pay: - BAC Hiring Compensation Range $98,400 to $168,900. - BAC Employees are eligible to participate in an annual bonus incentive program. Benefits: - BAC offers a comprehensive benefits package to include medical, dental, vision, paid time off, 401k, employee stock ownership plan, and more. - Please see additional details on the BAC website at www.Baltimoreaircoil.com. (maybe keep as part of benefits) We should not include boilerplate like Equal Opportunity Employer etc. Now produce HTML. Structure:

About the role

POSITION PURPOSE text.

Responsibilities

• ...
...

Requirements

• ... (all knowledge & skills, nature and scope, working conditions)
...

Benefits

• ...
...

Pay

• ...
...

Make sure not to include empty sections. Now craft the text exactly as from posting, preserving punctuation. About the role text: "The Human Resources Manager serves as a strategic business partner to site leadership, helping drive organizational effectiveness, workforce capability, employee engagement, and business performance. This role proactively identifies opportunities, solves complex people and organizational challenges, leverages data to drive informed decision-making, and partners across functions to build a high-performing, inclusive, and continuously improving culture. As a highly visible, onsite leader, the incumbent is expected to maintain a strong presence throughout the facility, fostering relationships with employees and leaders while remaining connected to the day-to-day realities of the manufacturing environment." We need to keep that as a

. Responsibilities bullets: each sentence from PRINCIPAL ACCOUNTABILITIES. Let's extract them: 1. Plan, develop, organize, implement, direct, and evaluate the site’s Human Resource function and performance aligned to site business objectives. This includes the development and implementation of change management and communications activities. 2. Ensures that the site’s people strategy is aligned to BAC by fostering an innovative, diverse, agile, and empowered culture that enables strategic growth and grows BAC’s identity as an Employer of Choice. 3. Translate strategic and tactical business plans into HR strategic and operational plans. 4. Manage the budget and other financial impacts of the plant human resource department. 5. Lead site workforce planning initiatives by partnering with business leaders to anticipate staffing needs, identify capability gaps, develop succession pipelines, and align talent strategies with short- and long-term business objectives. 6. Partner with site leadership to assess organizational effectiveness, recommend organizational design improvements, clarify roles and accountabilities, and build structures that support business growth and operational excellence. 7. Partner with the Talent Acquisition Team to develop and support staffing strategies to identify talent within and outside the plant for positions of responsibility. 8. Champion the employee experience throughout the employee lifecycle, ensuring meaningful onboarding, development opportunities, recognition programs, career growth pathways, and positive employee relations practices. 9. Serve as a trusted advisor to leaders by providing coaching on performance management, employee relations, leadership effectiveness, team dynamics, conflict resolution, and change management. 10. Partner with leaders in design and presentation of engaging training programs for all levels of the facility to educate and develop employees. 11. Establish credibility throughout the organization with management and employees as an effective listener and problem solver. 12. Drive continuous improvement initiatives within HR and across the site by identifying process inefficiencies, leveraging employee feedback, utilizing workforce data, and implementing sustainable solutions that improve operational effectiveness and employee experience. 13. Analyze workforce metrics including turnover, engagement, recruiting effectiveness, absenteeism, labor productivity, retention, and talent movement trends to identify root causes, provide actionable recommendations, and influence business decisions. 14. Partner with the site EHS Manager to embed safety culture, drive workers’ compensation cases to close and facilitate successful return to work programs. Check if any duplicated lines: none. Now Requirements bullets: combine nature and scope, knowledge & skills, working conditions. Let's list each as separate

. Nature and scope: - The Human Resource Manager will report to the Regional Operations HR Leader - Americas and will have matrixed reporting to the site Plant Manager. - As part of the Americas Human Resource Team, the Human Resources Manager will have interactions and engagement with the HR Director - Americas as well as partner with the HR Managers at other locations for consistent implementation of policies and procedures. - The Human Resources Manager will have direct reports. Knowledge & skills: - Bachelor’s degree in business, HR or similar required. MBA is preferred. -