Night Operations Assistant Store Manager in Training

We need to output HTML fragment with sections only if real content. Need to parse the posting: It seems there are two job postings concatenated: first is Night Operations Assistant Store Manager in Training (NOASM-IT) at Home Depot. Then second is District HR Manager. The user gave both? The instruction: "You reformat a job posting into clean, well-structured semantic HTML." Likely they want each posting separately? The input includes both. Might need to output both as separate fragments? Usually they'd want one posting. But they gave two. Could treat as two separate postings and output both sequentially. Need to remove boilerplate like Job ID, requisition numbers, application instructions, cookie/navigation/legal/EEO etc. Also remove duplicated lines. We need to preserve substantive info: Position Purpose, Key Responsibilities with percentages, maybe other sections like Qualifications, Skills, Benefits, Pay, Schedule if present. First posting: Night Operations Assistant Store Manager in Training (NOASM-IT). Content: - Position Purpose: description. - Training program details. - During training: become familiar with MOD duties, focus on overseeing overnight freight operations, collaborate with Night Replenishment Managers (NRMs) to manage unload, pack out, pack down NOASM’s in Training will collaborate with Store Manager, ASMs, field teams and learn to develop and implement strategies that boost sales and profitability, creating actionable game plans for departmental success, ensuring smooth department operations. NOASM-ITs expected to lead by example. Additionally, they have responsibility to uphold, maintain, and support all lawful company policies and positions. - During the NOASM-IT training period, which will be up to 6 weeks, you will be learning to execute OASM key responsibilities. - Key Responsibilities: list with percentages: 10% - Customer Experience - Supervising Associates in the selling effort and lead GET culture and set the example. Drive customer service and associate engagement through the store; ensure Customer concerns are solved effectively and take necessary actions to resolve situations promptly 15% - Operations Management - Perform Opening, Closing MOD and other whole store focus responsibilities. Adhere to all Company policies and procedures and hold associates accountable for following all Company policies and procedures. Command of store standard operating procedures (SOP’s), especially those involving Safety compliance and learn tactics to maintain process accuracy and take steps to mitigate shrink 15% - Safety - Ensure self and associates follow all safety and hazmat procedures and Safety Matters guidelines at all times 10% - Sales and Productivity - Work with key partners to plan merchandise placement, signing and support stock integrity through inventory management. ASMs in Training will learn how to maintain and operate all store equipment and systems as well as how to manage daily financial operations. 50% - Training and Preparing for Assistant Manager Position - Participate in a structured training program covering all aspects of retail store management, including operations, customer service, sales & profitability, and company policies and procedures. Learn and demonstrate tactics to support key accountability: staffing and scheduling, identifying and resolving stock deficiencies, supervisor associates in selling behaviors, resolving customer issues and concerns, and supporting service needs for both installed sales/special orders and product sales. Learn and demonstrate the performance management process, to include review of associate performance and how to execu (cut off). Probably continues but we have truncated. We'll keep as is. No explicit Qualifications, Skills, Benefits, Pay, Schedule sections. So we should only include sections we have: Position Purpose (maybe as

About the role? Actually they said use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to those headings. Position Purpose could be "About the role". Key Responsibilities -> "Responsibilities". There's no explicit Requirements/Qualifications/Skills/Benefits/Pay/Schedule. So we output only About the role and Responsibilities. Second posting: District HR Manager. Content: - Position Purpose: description. - Key Responsibilities with percentages: 10% Recruitment, Selection & Onboarding - ... 40% Associate Relations & Workplace Culture - ... 15% Change Leadership & Business Partnership - ... 15% Learning, Training & Performance Enablement - ... 15% Operational Excellence & Collaboration - ... 5% Talent Strategy & Leadership Development - ... - Direct Manager/Direct Reports: DHRM position reports to a Regional HR Director. 6-13 ASDSs have a dotted-line reporting relationship to the DHRM. - Travel Requirements: Typically requires overnight travel 20% to 50% of the time. - Physical Requirements: Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward. - Working Conditions: Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights. - Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. - Preferred Qualifications: No additional qualifications - Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED. - Preferred Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. - Minimum Years Of Work Experience: 5 - Preferred Years Of Work Experience: No additional years of experience - Minimum Leadership Experience: 5 - Preferred Leadership Experience: No additional years of leadership experience - Certifications: None - Competencies: list (some duplicated) - Then some other metadata: hr 91 FULL_TIME 0 Frankfort, KY US VIRTU $0.00 - $0.00 true false ... etc. That's likely pay/schedule? It shows $0.00 - $0.00 (maybe pay range not specified). Should not create Pay/Schedule unless posting actually states them. Here it shows $0.00 - $0.00 which is placeholder; we should not create Pay section because it's not real. Similarly schedule not given. We have sections: About the role (Position Purpose), Responsibilities (Key Responsibilities), Requirements/Qualifications (Minimum Qualifications, Preferred Qualifications, Minimum Education, Preferred Education, Minimum Years Of Work Experience, Preferred Years Of Work Experience, Minimum Leadership Experience, Preferred Leadership Experience, Certifications). Also maybe Skills (Competencies). Benefits not present. Pay/Schedule not present (the $0.00 - $0.00 is placeholder, we should not include). So we will include About the role, Responsibilities, Requirements (maybe combine qualifications), Skills (competencies). We need to decide grouping: The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can have Requirements and Qualifications separate? Might be redundant. Better to combine qualifications into Requirements or Qualifications. Since we have both minimum and preferred qualifications, we can put them under Requirements. Skills under Skills. We must not repeat job title as heading. So no

District HR Manager. We need to output only HTML fragment, no /, no markdown. We need to output both postings sequentially? Probably each as separate fragment; but we can wrap each in a maybe? Not required. Just output HTML elements. We'll produce for first posting:

About the role

Night Operations Assistant Store Manager in Training (NOASM-IT) will gain hands-on experience in the key responsibilities and functions of a Night Operations Assistant Store Manager at The Home Depot. The OAM - IT will undergo a comprehensive training program that includes hands-on experience, mentorship, and leadership development. During their training, NOASMs in Training will become familiar with Manager on Duty duties and will focus on overseeing overnight freight operations to ensure the successful execution of core freight handling programs. They will frequently collaborate with Night Replenishment Managers (NRMs) to manage the unload, pack out, and pack down NOASM’s in Training will collaborate with the Store Manager, Assistant Store Managers (ASMs), and field teams and learn to develop and implement strategies that boost sales and profitability, creating actionable game plans for departmental success, and ensuring smooth department operations. NOASM - ITs are expected to lead by example. Additionally, they have a responsibility to uphold, maintain, and support all lawful company policies and positions. During the NOASM-IT training period, which will be up to 6 weeks, you will be learning to execute OASM key responsibilities.

Responsibilities

• 10% - Customer Experience - Supervising Associates in the selling effort and lead GET culture and set the example. Drive customer service and associate engagement through the store; ensure Customer concerns are solved effectively and take necessary actions to resolve situations promptly
• 15% - Operations Management - Perform Opening, Closing MOD and other whole store focus responsibilities. Adhere to all Company policies and procedures and hold associates accountable for following all Company policies and procedures. Command of store standard operating procedures (SOP’s), especially those involving Safety compliance and learn tactics to maintain process accuracy and take steps to mitigate shrink
• 15% - Safety - Ensure self and associates follow all safety and hazmat procedures and Safety Matters guidelines at all times
• 10% - Sales and Productivity - Work with key partners to plan merchandise placement, signing and support stock integrity through inventory management. ASMs in Training will learn how to maintain and operate all store equipment and systems as well as how to manage daily financial operations.
• 50% - Training and Preparing for Assistant Manager Position - Participate in a structured training program covering all aspects of retail store management, including operations, customer service, sales & profitability, and company policies and procedures. Learn and demonstrate tactics to support key accountability: staffing and scheduling, identifying and resolving stock deficiencies, supervisor associates in selling behaviors, resolving customer issues and concerns, and supporting service needs for both installed sales/special orders and product sales. Learn and demonstrate the performance management process, to include review of associate performance and how to execu

Second posting:

About the role

The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6–13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture.

Responsibilities

• 10% Recruitment, Selection & Onboarding - Support Associate Support Department Supervisors (ASDS) selection and development, ensuring readiness for future leadership opportunities. Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent. Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships. Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans.
• 40% Associate Relations & Workplace Culture - Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement. Partner with store leadership to foster engagement, recognition, and communication across teams. Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed. Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity. Manage Salesforce case investigations effectively, ensuring timely investigative documentation