People Team Programs Coordinator
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples; but likely we should only use those headings. It also says "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". So we need to decide which sections we have content for.
We have:
- About the role: we can put the introductory paragraph describing role.
- Responsibilities: "What You'll Do" bullet list.
- Qualifications: "Qualifications" section.
- Skills: maybe we can extract skills from "Who You Are" and "How You'll Work With Others". Those are more like personal attributes/skills. Could put under Skills.
- Benefits: Not mentioned explicitly; there is no benefits description. So we should not include Benefits.
- Pay: Not mentioned; do not include.
- Schedule: Not mentioned; there is location and occasional travel, but not schedule. Could we treat location as Schedule? Probably not; schedule refers to work hours, shift, etc. Not present. So we omit Schedule.
- Requirements: Could be similar to Qualifications; but we have Qualifications already. Could we put Requirements as separate? Might be redundant. The posting has "Qualifications" heading; we can use that. Requirements maybe not needed.
Thus we will output sections: About the role, Responsibilities, Skills, Qualifications. Possibly also "How You'll Work With Others" could be under Skills or maybe under About the role? But better to put under Skills.
We need to use - for any list of duties/requirements/benefits. So for Responsibilities we need a list. For Skills we need a list. For Qualifications we need a list (maybe bullet points). For About the role we can use prose
.
We must preserve all substantive information, not invent or summarize away detail. So we need to include all details from the posting, except boilerplate.
Let's extract content:
Intro paragraph: "You'll coordinate and run GECO's core team member experience programs: onboarding, orientation, learning, development and recognition. You're the person making these programs happen the way they're designed to, on schedule, well organized, and consistent every time. You'll also support the learning experience within these programs, helping content and facilitation come together smoothly alongside the logistics. These are the moments that shape how our team members feel about their career here: their first day, the rotation that stretches them, the recognition that tells them their work mattered. You're the reason they land, the run of show, the checklist, the follow-up, the detail nobody else caught."
Then "What You'll Do" bullet points (actually sentences separated by line breaks). Let's list:
- Project manage GECO's 2 day onboarding experience for new Partners
- Coordinate frontline leader development, the programs that equip our foremen with the skills to lead well on the job, not just do the job well
- Plan and execute recognition and celebration moments that feel earned and specific, not generic
- Coordinate leadership development programs, including high potential and job rotation, that give team members a clear path to grow
- Keep every program tied back to our Purpose and Values, so a Partner's experience of a program matches what we say we believe
- Handle the timing, logistics, and follow-through so the project team can trust it'll run smoothly, no surprises
- Catch the detail nobody else would, the thing that makes a participant feel thought of and walk away saying "that mattered to me"
- Continuously improve programs over time, applying lessons learned
Then "Who You Are" bullet points (actually sentences):
- Detail-oriented to the point that a poorly run event genuinely bothers you
- Skilled at reading what people need in the room, not just what's on the agenda, customer service instinct applied to your own team
- Creative, but you know an idea only becomes real once it has structure underneath it. You build that structure yourself
- Organizational development experience is a plus, not a requirement. What matters more is that you already notice what makes people feel valued, and you know how to build it, without needing someone to explain why it matters
- Driven and energetic, and genuinely fulfilled by pulling off something that lands
Then "Qualifications" bullet points:
- 2+ years in HR, people operations, program management, event planning, or a related field. We care more about how you've operated than which title you held
- Bachelor's degree preferred, not required. What we're really looking for is judgment, initiative, and a track record of running things well
- Experience managing multiple programs or events at once, on a deadline, without dropping details
- Comfortable presenting to and working alongside frontline leaders as easily as senior leadership
Then "How You'll Work With Others" paragraph:
"This is an individual contributor role, but you won't work alone. You'll partner closely with fellow members of the People Team, Operations and Workforce leadership. And you'll lean on feedback and pilot data to know whether a program is actually landing, not just running."
Then "Why GECO" paragraph:
"GECO is a 124-year-old, 100% employee-owned electrical contracting company. Every person here is a Partner, not an employee, because everyone owns a piece of what we build. Our Purpose is To Build Better: better teams, better people, better culture. We build better projects because we build better culture first. Our Values guide how we get there: Partner, Energize and Deliver."
Then "Logistics" paragraph:
"Based in St. Louis, MOThis is an in-office position with work from home flexibility on occasionOccasional travel to our Colorado operations"
Note there is missing spaces; we need to preserve as is but we can format nicely.
Then EEO boilerplate to remove.
We must not include Job ID/requisition numbers.
Now map to sections:
About the role: intro paragraph.
Responsibilities: list of What You'll Do.
Skills: list of Who You Are (personal attributes) plus maybe How You'll Work With Others? But How You'll Work With Others is about collaboration; could be considered Skills as well. However we could also put it under About the role? But better to keep Skills for personal attributes and maybe add a separate section for Collaboration? Not allowed. Could incorporate into Skills as bullet points.
Qualifications: list of Qualifications.
We might also include a section for "About the Company" but not allowed. Could we put Why GECO under About the role? That would mix company info with role description; maybe okay but risk of not being specific. However the instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings but says e.g., implying those are examples; but we should stick to those to be safe. The company description could be placed under About the role as additional paragraph? Might be okay but could be considered filler? It's substantive. However About the role is supposed to describe the role, not the company. But we could add a separate section "About GECO" but not allowed. Perhaps we can put Why GECO under Skills? No.
Better to create a section "About the role" that includes both role description and company mission? Might be acceptable.
Alternatively we could create a section "Requirements" for Qualifications and keep Qualifications for something else? But we have both.
Given the allowed headings, we can use About the role, Responsibilities, Skills, Qualifications. We'll put company description in About the role after role description.
Now we need to ensure we don't include any boilerplate like EEO, duplicated lines.
We need to output only HTML fragment.
Let's craft:
About the role
You'll coordinate and run GECO's core team member experience programs: onboarding, orientation, learning, development and recognition. You're the person making these programs happen the way they're designed to, on schedule, well organized, and consistent every time. You'll also support the learning experience within these programs, helping content and facilitation come together smoothly alongside the logistics. These are the moments that shape how our team members feel about their career here: their first day, the rotation that stretches them, the recognition that tells them their work mattered. You're the reason they land, the run of show, the checklist, the follow-up, the detail nobody else caught. GECO is a 124-year-old, 100% employee-owned electrical contracting company. Every person here is a Partner, not an employee, because everyone owns a piece of what we build. Our Purpose is To Build Better: better teams, better people, better culture. We build better projects because we build better culture first. Our Values guide how we get there: Partner, Energize and Deliver.
Responsibilities
- Project manage GECO's 2 day onboarding experience for new Partners
- Coordinate frontline leader development, the programs that equip our foremen with the skills to lead well on the job, not just do the job well
- Plan and execute recognition and celebration moments that feel earned and specific, not generic
- Coordinate leadership development programs, including high potential and job rotation, that give team members a clear path to grow
- Keep every program tied back to our Purpose and Values, so a Partner's experience of a program matches what we say we believe
- Handle the timing, logistics, and follow-through so the project team can trust it'll run smoothly, no surprises
- Catch the detail nobody else would, the thing that makes a participant feel thought of and walk away saying "that mattered to me"
- Continuously improve programs over time, applying lessons learned
Skills
- Detail-oriented to the point that a poorly run event genuinely bothers you
- Skilled at reading what people need in the room, not just what's on the agenda, customer service instinct applied to your own team
- Creative, but you know an idea only becomes real once it has structure underneath it. You build that structure yourself
- Organizational development experience is a plus, not a requirement. What matters more is that you already notice what makes people feel valued, and you know how to build it, without needing someone to explain why it matters
- Driven and energetic, and genuinely fulfilled by pulling off something that lands
- Comfortable presenting to and working alongside frontline leaders as easily as senior leadership
- Able to partner closely with fellow members of the People Team, Operations and Workforce leadership, and use feedback and pilot data to
. We must preserve all substantive information, not invent or summarize away detail. So we need to include all details from the posting, except boilerplate. Let's extract content: Intro paragraph: "You'll coordinate and run GECO's core team member experience programs: onboarding, orientation, learning, development and recognition. You're the person making these programs happen the way they're designed to, on schedule, well organized, and consistent every time. You'll also support the learning experience within these programs, helping content and facilitation come together smoothly alongside the logistics. These are the moments that shape how our team members feel about their career here: their first day, the rotation that stretches them, the recognition that tells them their work mattered. You're the reason they land, the run of show, the checklist, the follow-up, the detail nobody else caught." Then "What You'll Do" bullet points (actually sentences separated by line breaks). Let's list: - Project manage GECO's 2 day onboarding experience for new Partners - Coordinate frontline leader development, the programs that equip our foremen with the skills to lead well on the job, not just do the job well - Plan and execute recognition and celebration moments that feel earned and specific, not generic - Coordinate leadership development programs, including high potential and job rotation, that give team members a clear path to grow - Keep every program tied back to our Purpose and Values, so a Partner's experience of a program matches what we say we believe - Handle the timing, logistics, and follow-through so the project team can trust it'll run smoothly, no surprises - Catch the detail nobody else would, the thing that makes a participant feel thought of and walk away saying "that mattered to me" - Continuously improve programs over time, applying lessons learned Then "Who You Are" bullet points (actually sentences): - Detail-oriented to the point that a poorly run event genuinely bothers you - Skilled at reading what people need in the room, not just what's on the agenda, customer service instinct applied to your own team - Creative, but you know an idea only becomes real once it has structure underneath it. You build that structure yourself - Organizational development experience is a plus, not a requirement. What matters more is that you already notice what makes people feel valued, and you know how to build it, without needing someone to explain why it matters - Driven and energetic, and genuinely fulfilled by pulling off something that lands Then "Qualifications" bullet points: - 2+ years in HR, people operations, program management, event planning, or a related field. We care more about how you've operated than which title you held - Bachelor's degree preferred, not required. What we're really looking for is judgment, initiative, and a track record of running things well - Experience managing multiple programs or events at once, on a deadline, without dropping details - Comfortable presenting to and working alongside frontline leaders as easily as senior leadership Then "How You'll Work With Others" paragraph: "This is an individual contributor role, but you won't work alone. You'll partner closely with fellow members of the People Team, Operations and Workforce leadership. And you'll lean on feedback and pilot data to know whether a program is actually landing, not just running." Then "Why GECO" paragraph: "GECO is a 124-year-old, 100% employee-owned electrical contracting company. Every person here is a Partner, not an employee, because everyone owns a piece of what we build. Our Purpose is To Build Better: better teams, better people, better culture. We build better projects because we build better culture first. Our Values guide how we get there: Partner, Energize and Deliver." Then "Logistics" paragraph: "Based in St. Louis, MOThis is an in-office position with work from home flexibility on occasionOccasional travel to our Colorado operations" Note there is missing spaces; we need to preserve as is but we can format nicely. Then EEO boilerplate to remove. We must not include Job ID/requisition numbers. Now map to sections: About the role: intro paragraph. Responsibilities: list of What You'll Do. Skills: list of Who You Are (personal attributes) plus maybe How You'll Work With Others? But How You'll Work With Others is about collaboration; could be considered Skills as well. However we could also put it under About the role? But better to keep Skills for personal attributes and maybe add a separate section for Collaboration? Not allowed. Could incorporate into Skills as bullet points. Qualifications: list of Qualifications. We might also include a section for "About the Company" but not allowed. Could we put Why GECO under About the role? That would mix company info with role description; maybe okay but risk of not being specific. However the instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid other headings but says e.g., implying those are examples; but we should stick to those to be safe. The company description could be placed under About the role as additional paragraph? Might be okay but could be considered filler? It's substantive. However About the role is supposed to describe the role, not the company. But we could add a separate section "About GECO" but not allowed. Perhaps we can put Why GECO under Skills? No.
Better to create a section "About the role" that includes both role description and company mission? Might be acceptable.
Alternatively we could create a section "Requirements" for Qualifications and keep Qualifications for something else? But we have both.
Given the allowed headings, we can use About the role, Responsibilities, Skills, Qualifications. We'll put company description in About the role after role description.
Now we need to ensure we don't include any boilerplate like EEO, duplicated lines.
We need to output only HTML fragment.
Let's craft:
About the role
You'll coordinate and run GECO's core team member experience programs: onboarding, orientation, learning, development and recognition. You're the person making these programs happen the way they're designed to, on schedule, well organized, and consistent every time. You'll also support the learning experience within these programs, helping content and facilitation come together smoothly alongside the logistics. These are the moments that shape how our team members feel about their career here: their first day, the rotation that stretches them, the recognition that tells them their work mattered. You're the reason they land, the run of show, the checklist, the follow-up, the detail nobody else caught. GECO is a 124-year-old, 100% employee-owned electrical contracting company. Every person here is a Partner, not an employee, because everyone owns a piece of what we build. Our Purpose is To Build Better: better teams, better people, better culture. We build better projects because we build better culture first. Our Values guide how we get there: Partner, Energize and Deliver.
Responsibilities
- Project manage GECO's 2 day onboarding experience for new Partners
- Coordinate frontline leader development, the programs that equip our foremen with the skills to lead well on the job, not just do the job well
- Plan and execute recognition and celebration moments that feel earned and specific, not generic
- Coordinate leadership development programs, including high potential and job rotation, that give team members a clear path to grow
- Keep every program tied back to our Purpose and Values, so a Partner's experience of a program matches what we say we believe
- Handle the timing, logistics, and follow-through so the project team can trust it'll run smoothly, no surprises
- Catch the detail nobody else would, the thing that makes a participant feel thought of and walk away saying "that mattered to me"
- Continuously improve programs over time, applying lessons learned
Skills
- Detail-oriented to the point that a poorly run event genuinely bothers you
- Skilled at reading what people need in the room, not just what's on the agenda, customer service instinct applied to your own team
- Creative, but you know an idea only becomes real once it has structure underneath it. You build that structure yourself
- Organizational development experience is a plus, not a requirement. What matters more is that you already notice what makes people feel valued, and you know how to build it, without needing someone to explain why it matters
- Driven and energetic, and genuinely fulfilled by pulling off something that lands
- Comfortable presenting to and working alongside frontline leaders as easily as senior leadership
- Able to partner closely with fellow members of the People Team, Operations and Workforce leadership, and use feedback and pilot data to