McWane Ductile New Jersey-HR Operation & Talent Coordinator
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
- Do NOT put Job ID/requisition numbers as headings
- Preserve ALL substantive information
- Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions)
- Include section ONLY when real specific content exists
- Never emit heading followed by filler/placeholder text
- Never create Pay/Schedule/Benefits sections unless posting actually states them
- Output ONLY HTML fragment, no /, no markdown code fences
From the posting:
- Company description: "McWane Ductile New Jersey is an industry leader..." - this could be "About the company" or part of "About the role"
- Work Environment: described
- Job Summary: includes pay rate and role summary
- Essential Duties and Responsibilities: multiple categories (Talent Acquisition, HR Operations, Learning & Development, Employee Relations, Employee Engagement, HR Metrics, Other duties)
- Qualifications: listed
- Additional Information: mostly boilerplate (EEO, drug-free, background check) - should be removed
Pay is mentioned: "Pay Rate between $65,000 to $70,000-Non-exempt" - so I should include a Pay section.
Schedule not mentioned explicitly, but "Non-exempt" suggests hourly? But not specified. Better not include Schedule section.
Benefits not mentioned.
Skills not separately listed; qualifications include skills.
I'll structure:
-
About the role
with company description and job summary prose
- Work environment
with the work environment description
- Responsibilities
with sub-sections? The rules say use for section headings like Responsibilities, but the duties are grouped into categories. I could either make each category a sub-list under Responsibilities, or create separate headings. The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So I should have one Responsibilities heading, and then list all duties. But the duties are grouped. I could use for sub-categories? The rules don't mention . It says use for section headings. Probably keep it flat: one Responsibilities heading, then a list of all duties. But the duties are many and grouped. I could make each group a separate with a bold label? But the rules say use - for any list of duties/requirements/benefits. I think I should keep the grouping but not add extra headings. Maybe use
Talent Acquisition & Staffing
then ... but that's not semantic. Better to include the category as part of the list item? Or create separate for each? The example headings include "Responsibilities" as one heading. I'll follow the pattern: one Responsibilities heading, then a list of all essential duties. But the posting has them grouped. I'll flatten them into a single list, but preserve the grouping by including the category in the list item text? That might be messy.
Alternatively, I could create multiple headings for each responsibility area? The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says "Prefer a few substantive sections over many thin ones." So I should keep few sections. I'll have Responsibilities as one section, and within it, I'll use with nested lists? But HTML can't have headings inside. I could use but not specified. I think the best is to have one Responsibilities section with a single containing all duties, each duty as a list item, and include the category as a prefix. But that loses structure.
Looking at the example in the system prompt: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure:
About the role
McWane Ductile New Jersey is an industry leader in manufacturing water distribution and infrastructure products. As our country expanded, so did the need to supply growing cities with clean water and safely remove wastewater. Our location history starts in 1865 when Warren Foundry and Machine Company casted stoves, steam engines, mill gearing and other foundry related items. Currently we specialize in the casting of iron ductile pipes that range from 3" to 24" in diameter.
The HR Operations & Talent Coordinator supports organizational success through full-cycle recruitment, HR operations administration, payroll and HRIS coordination, learning and development support, and employee engagement initiatives. This role serves as a key partner to managers and employees by ensuring efficient HR processes, maintaining workforce data integrity, supporting training compliance, and fostering a positive workplace culture.
Work environment
While performing the duties of this job, the employee may be exposed to airborne particles such as dust, and office environment is controlled heating and cooling. The employee may be exposed to wet and/or humid conditions on a limited basis. The noise level in the environment is controllable by the individual.
Responsibilities
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational
for prose - Do NOT repeat job title as heading - Do NOT put Job ID/requisition numbers as headings - Preserve ALL substantive information - Remove boilerplate (cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions) - Include section ONLY when real specific content exists - Never emit heading followed by filler/placeholder text - Never create Pay/Schedule/Benefits sections unless posting actually states them - Output ONLY HTML fragment, no /, no markdown code fences From the posting: - Company description: "McWane Ductile New Jersey is an industry leader..." - this could be "About the company" or part of "About the role" - Work Environment: described - Job Summary: includes pay rate and role summary - Essential Duties and Responsibilities: multiple categories (Talent Acquisition, HR Operations, Learning & Development, Employee Relations, Employee Engagement, HR Metrics, Other duties) - Qualifications: listed - Additional Information: mostly boilerplate (EEO, drug-free, background check) - should be removed Pay is mentioned: "Pay Rate between $65,000 to $70,000-Non-exempt" - so I should include a Pay section. Schedule not mentioned explicitly, but "Non-exempt" suggests hourly? But not specified. Better not include Schedule section. Benefits not mentioned. Skills not separately listed; qualifications include skills. I'll structure: -
About the role
with company description and job summary prose -Work environment
with the work environment description -Responsibilities
with sub-sections? The rules say use for section headings like Responsibilities, but the duties are grouped into categories. I could either make each category a sub-list under Responsibilities, or create separate headings. The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So I should have one Responsibilities heading, and then list all duties. But the duties are grouped. I could use for sub-categories? The rules don't mention . It says use for section headings. Probably keep it flat: one Responsibilities heading, then a list of all duties. But the duties are many and grouped. I could make each group a separate with a bold label? But the rules say use - for any list of duties/requirements/benefits. I think I should keep the grouping but not add extra headings. Maybe use
Talent Acquisition & Staffing
then ... but that's not semantic. Better to include the category as part of the list item? Or create separate for each? The example headings include "Responsibilities" as one heading. I'll follow the pattern: one Responsibilities heading, then a list of all essential duties. But the posting has them grouped. I'll flatten them into a single list, but preserve the grouping by including the category in the list item text? That might be messy.
Alternatively, I could create multiple headings for each responsibility area? The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says "Prefer a few substantive sections over many thin ones." So I should keep few sections. I'll have Responsibilities as one section, and within it, I'll use with nested lists? But HTML can't have headings inside. I could use but not specified. I think the best is to have one Responsibilities section with a single containing all duties, each duty as a list item, and include the category as a prefix. But that loses structure.
Looking at the example in the system prompt: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure:
About the role
McWane Ductile New Jersey is an industry leader in manufacturing water distribution and infrastructure products. As our country expanded, so did the need to supply growing cities with clean water and safely remove wastewater. Our location history starts in 1865 when Warren Foundry and Machine Company casted stoves, steam engines, mill gearing and other foundry related items. Currently we specialize in the casting of iron ductile pipes that range from 3" to 24" in diameter.
The HR Operations & Talent Coordinator supports organizational success through full-cycle recruitment, HR operations administration, payroll and HRIS coordination, learning and development support, and employee engagement initiatives. This role serves as a key partner to managers and employees by ensuring efficient HR processes, maintaining workforce data integrity, supporting training compliance, and fostering a positive workplace culture.
Work environment
While performing the duties of this job, the employee may be exposed to airborne particles such as dust, and office environment is controlled heating and cooling. The employee may be exposed to wet and/or humid conditions on a limited basis. The noise level in the environment is controllable by the individual.
Responsibilities
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational
for sub-categories? The rules don't mention . It says use for section headings. Probably keep it flat: one Responsibilities heading, then a list of all duties. But the duties are many and grouped. I could make each group a separate with a bold label? But the rules say use - for any list of duties/requirements/benefits. I think I should keep the grouping but not add extra headings. Maybe use
Talent Acquisition & Staffing
then ... but that's not semantic. Better to include the category as part of the list item? Or create separate for each? The example headings include "Responsibilities" as one heading. I'll follow the pattern: one Responsibilities heading, then a list of all essential duties. But the posting has them grouped. I'll flatten them into a single list, but preserve the grouping by including the category in the list item text? That might be messy.
Alternatively, I could create multiple headings for each responsibility area? The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says "Prefer a few substantive sections over many thin ones." So I should keep few sections. I'll have Responsibilities as one section, and within it, I'll use with nested lists? But HTML can't have headings inside. I could use but not specified. I think the best is to have one Responsibilities section with a single containing all duties, each duty as a list item, and include the category as a prefix. But that loses structure.
Looking at the example in the system prompt: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure:
About the role
McWane Ductile New Jersey is an industry leader in manufacturing water distribution and infrastructure products. As our country expanded, so did the need to supply growing cities with clean water and safely remove wastewater. Our location history starts in 1865 when Warren Foundry and Machine Company casted stoves, steam engines, mill gearing and other foundry related items. Currently we specialize in the casting of iron ductile pipes that range from 3" to 24" in diameter.
The HR Operations & Talent Coordinator supports organizational success through full-cycle recruitment, HR operations administration, payroll and HRIS coordination, learning and development support, and employee engagement initiatives. This role serves as a key partner to managers and employees by ensuring efficient HR processes, maintaining workforce data integrity, supporting training compliance, and fostering a positive workplace culture.
Work environment
While performing the duties of this job, the employee may be exposed to airborne particles such as dust, and office environment is controlled heating and cooling. The employee may be exposed to wet and/or humid conditions on a limited basis. The noise level in the environment is controllable by the individual.
Responsibilities
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational
for section headings. Probably keep it flat: one Responsibilities heading, then a list of all duties. But the duties are many and grouped. I could make each group a separate with a bold label? But the rules say use - for any list of duties/requirements/benefits. I think I should keep the grouping but not add extra headings. Maybe use
Talent Acquisition & Staffing
then ... but that's not semantic. Better to include the category as part of the list item? Or create separate for each? The example headings include "Responsibilities" as one heading. I'll follow the pattern: one Responsibilities heading, then a list of all essential duties. But the posting has them grouped. I'll flatten them into a single list, but preserve the grouping by including the category in the list item text? That might be messy.
Alternatively, I could create multiple headings for each responsibility area? The rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says "Prefer a few substantive sections over many thin ones." So I should keep few sections. I'll have Responsibilities as one section, and within it, I'll use with nested lists? But HTML can't have headings inside. I could use but not specified. I think the best is to have one Responsibilities section with a single containing all duties, each duty as a list item, and include the category as a prefix. But that loses structure.
Looking at the example in the system prompt: "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure:
About the role
McWane Ductile New Jersey is an industry leader in manufacturing water distribution and infrastructure products. As our country expanded, so did the need to supply growing cities with clean water and safely remove wastewater. Our location history starts in 1865 when Warren Foundry and Machine Company casted stoves, steam engines, mill gearing and other foundry related items. Currently we specialize in the casting of iron ductile pipes that range from 3" to 24" in diameter.
The HR Operations & Talent Coordinator supports organizational success through full-cycle recruitment, HR operations administration, payroll and HRIS coordination, learning and development support, and employee engagement initiatives. This role serves as a key partner to managers and employees by ensuring efficient HR processes, maintaining workforce data integrity, supporting training compliance, and fostering a positive workplace culture.
Work environment
While performing the duties of this job, the employee may be exposed to airborne particles such as dust, and office environment is controlled heating and cooling. The employee may be exposed to wet and/or humid conditions on a limited basis. The noise level in the environment is controllable by the individual.
Responsibilities
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational
- for any list of duties/requirements/benefits. I think I should keep the grouping but not add extra headings. Maybe use
Talent Acquisition & Staffing
then- ... but that's not semantic. Better to include the category as part of the list item? Or create separate
- for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure:
About the role
McWane Ductile New Jersey is an industry leader in manufacturing water distribution and infrastructure products. As our country expanded, so did the need to supply growing cities with clean water and safely remove wastewater. Our location history starts in 1865 when Warren Foundry and Machine Company casted stoves, steam engines, mill gearing and other foundry related items. Currently we specialize in the casting of iron ductile pipes that range from 3" to 24" in diameter.
The HR Operations & Talent Coordinator supports organizational success through full-cycle recruitment, HR operations administration, payroll and HRIS coordination, learning and development support, and employee engagement initiatives. This role serves as a key partner to managers and employees by ensuring efficient HR processes, maintaining workforce data integrity, supporting training compliance, and fostering a positive workplace culture.
Work environment
While performing the duties of this job, the employee may be exposed to airborne particles such as dust, and office environment is controlled heating and cooling. The employee may be exposed to wet and/or humid conditions on a limited basis. The noise level in the environment is controllable by the individual.
Responsibilities
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational
for each? The example headings include "Responsibilities" as one heading. I'll follow the pattern: one Responsibilities heading, then a list of all essential duties. But the posting has them grouped. I'll flatten them into a single list, but preserve the grouping by including the category in the list item text? That might be messy. Alternatively, I could create multiple
headings for each responsibility area? The rules say "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". It doesn't forbid other headings, but says "Prefer a few substantive sections over many thin ones." So I should keep few sections. I'll have Responsibilities as one section, and within it, I'll use
- with nested lists? But HTML
- can't have headings inside. I could use
but not specified. I think the best is to have one Responsibilities section with a single
- containing all duties, each duty as a list item, and include the category as a prefix. But that loses structure.
Looking at the example in the system prompt: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use
- for any list of duties/requirements/benefits". So they expect a flat list under Responsibilities. I'll combine all bullet points from all categories into one list.
But the posting has "Essential Duties and Responsibilities:" then subheadings. I'll extract all bullet points.
Let me list them:
Talent Acquisition & Staffing:
- Manage full-cycle recruiting for operations and support functions.
- Partner with hiring managers to identify staffing needs and develop recruitment strategies.
- Coordinate candidate sourcing, screening, interviewing, and onboarding activities.
- Maintain applicant tracking data and recruitment metrics.
- Support workforce planning efforts and provide regular staffing updates to leadership.
HR Operations, Payroll & HRIS Administration:
- Partner with Payroll and operational leadership to identify, investigate, and resolve payroll and timekeeping discrepancies.
- Review employee data transactions for accuracy, including hires, transfers, promotions, status changes, and terminations.
- Maintain HRIS records and ensure data integrity across HR systems & WFM.
- Generate and analyze workforce metrics and reports related to staffing, turnover, attendance, training, and other key HR indicators.
- Support compliance with company policies, payroll practices, and applicable employment regulations.
Learning & Development Administration:
- Administer HR-related learning and development programs through the Learning Management System (LMS/LDS).
- Assign required training and monitor completion status across the organization.
- Maintain training records and documentation for compliance and audit purposes.
- Generate training completion and compliance reports for management.
- Coordinate logistics and communication for HR-related training initiatives.
Employee Relations & Performance Management:
- Partner with managers to address employee performance, conduct, and policy violations in accordance with company policies and employment laws.
- Draft, review, and maintain disciplinary documentation, including verbal counseling records, written warnings, final warnings, and other corrective action letters.
- Provide guidance to leaders on progressive discipline processes, ensuring consistency, fairness, and regulatory compliance.
- Participate in employee investigations and assist in the preparation of disciplinary recommendations and supporting documentation.
- Maintain confidential employee relations records and ensure proper filing and retention of disciplinary documents.
Employee Engagement & Culture:
- Support the development and execution of employee engagement and culture initiatives.
- Facilitate Culture Coaching programs and activities that promote company values and positive employee experience.
- Coordinate recognition programs, employee events, and culture-building activities.
- Partner with leaders to promote employee engagement and organizational effectiveness.
HR Metrics & Reporting:
- Develop and maintain HR dashboards and key performance indicators.
- Analyze trends related to recruiting, turnover, training compliance, attendance, and workforce data.
- Provide actionable insights and recommendations to HR and operational leadership.
- Prepare recurring and ad hoc reports to support business decision-making.
Other duties assigned by HR Manager over various functions.
That's a lot. I'll include all as list items under Responsibilities.
Qualifications:
- Bachelor’s degree in human resources, Business Administration, or related field preferred.
- 3-5+ years of progressive HR experience.
- Experience in recruiting, HRIS administration, payroll coordination, and employee development programs.
- Strong analytical skills with experience reporting on HR metrics and workforce data.
- Proficiency with HRIS, payroll, applicant tracking, and learning management systems.
- Excellent organizational, communication, and relationship-building skills.
Pay: $65,000 to $70,000 Non-exempt.
Work Environment: described.
Additional Information: boilerplate, remove.
Now, I need to output HTML fragment.
Structure: