Senior Performance & Talent Solutions Lead

We need to output only HTML fragment, using

for section headings,

• for lists,

  for prose. No markdown fences. No html/body tags. Include sections only when posting has real specific content. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. So we need to parse the posting. The posting includes: - Intro paragraph about Mobility Global mission etc. That's prose. - Then "What You'll Do" heading (should be h3). Under that: description of role responsibilities. Likely a paragraph. - Then "What We're Looking For" heading (h3). Under that: bullet points? Actually it's paragraphs with subheadings like "Performance & Talent Solutions Strategy and Product Leadership", "Global Process Architecture and Annual-Cycle Leadership", "Workday Functional Design and Configuration Partnership", "User Experience, Adoption, Data and Insights Enablement", "Governance, Risk and Cross-Functional Partnership". Those could be subheadings? The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So only those specific headings? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It seems they want us to use those standard headings if applicable. But we can also use other headings? The instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests those are examples; we should use h3 for any section headings we include. Likely we should map the content to these standard sections: About the role (maybe intro), Responsibilities (What You'll Do), Requirements (Experience Required), Qualifications (Education), Skills, Benefits, Pay, Schedule. However the posting includes many details that could go under Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay. We need to preserve all substantive info. We should not repeat the job title as heading. No Job ID. We need to remove boilerplate: EEO, equal opportunity, scam warning, etc. Also remove the list of awards (10X Virginia Business Best Places to Work etc.)? That's maybe not boilerplate but could be considered fluff; but it's substantive? It's about workplace awards; maybe we can keep as part of About the role? It's not essential but could be considered fluff. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." Awards are not listed there, but they might be considered fluff. However they are not boilerplate; they are specific accolades. Might keep them in About the role. We need to include Pay section because posting states salary range: $90,000 - 190,000. So we need a Pay section with that info. Benefits: posting mentions "Competitive compensation package, including base salary and incentive opportunities where applicable. Comprehensive health and wellness benefits for employees and eligible dependents. Retirement savings programs, including company matching contributions where available." That's benefits. So we need Benefits section. Schedule: not mentioned. So we should not create Schedule section. Qualifications: Education: Bachelor's degree ... Advanced degree or relevant Workday... certification preferred. That's qualifications. Skills: list of skills. Experience Required: that's requirements. We also have "Knowledge" section; could be part of Skills or Qualifications? Might be separate but we can incorporate into Skills or Qualifications. Since we prefer few substantive sections, we can merge Knowledge into Skills or Qualifications. Probably better to have Skills section include both skills and knowledge. We need to preserve all substantive info; not invent or summarize away detail. So we need to keep the bullet points under each subheading as list items. We need to output only HTML fragment. Let's structure:

  About the role

  Intro paragraph plus awards maybe.

  Responsibilities

  Maybe a summary? But we have detailed responsibilities under What You'll Do. Could break into

  • each bullet. The text under What You'll Do is a paragraph describing responsibilities. Could also split into multiple sentences but better to keep as

    . However we have many responsibilities listed: "supports the enterprise strategy and owns the functional product roadmap, process architecture, configuration partnership, and continuous improvement agenda for performance, talent, and succession solutions." etc. Could be turned into list items for clarity. The instruction: Use

    • for any list of duties/requirements/benefits. So if we have a list of duties, we should use list. The responsibilities are enumerated in sentences but could be turned into list items. We'll parse the responsibilities into distinct duties. Let's extract responsibilities from "What You'll Do": - Supports the enterprise strategy and owns the functional product roadmap, process architecture, configuration partnership, and continuous improvement agenda for performance, talent, and succession solutions. - Reporting to the Head of Talent and Performance Management, translates performance and talent philosophy, policy, and business requirements into simple, scalable, data-informed processes and Workday-enabled experiences. - Serves as the functional product and process lead for enterprise performance and talent solutions, including goal setting, performance reviews, calibration, talent profiles, talent reviews, potential assessment, succession planning, critical-role management, and development planning. - Combines strategic ownership with hands-on leadership of requirements, configuration decisions, testing, release readiness, user adoption, and annual-cycle execution. - Partners closely with Talent & Performance Management, HR Technology, HR Operations, People Analytics, HR Business Partners, Talent Standards and Integration, and other stakeholders. - Owns functional priorities and business acceptance of the solutions, while HR Technology retains technical architecture and system-configuration accountability where applicable. We can make each bullet a
    • . Now "What We're Looking For" includes several sub-sections. We could treat each as a duty? Actually they are more like responsibilities/expectations. Could be merged into Responsibilities as well, but they are more about expectations/requirements. However we have separate sections for Requirements (Experience Required) and Skills. The "What We're Looking For" includes strategic leadership, process architecture, Workday design, UX enablement, governance. Those are responsibilities as well. Might be better to include them under Responsibilities as well, to avoid thin sections. But we already have many responsibilities; we could combine all. Alternatively, we could create sections: Responsibilities (What You'll Do), Requirements (Experience Required), Qualifications (Education), Skills (Skills + Knowledge), Benefits, Pay. We need to preserve all info; we can put the "What We're Looking For" content under Responsibilities as additional bullets. Let's extract bullet points from each subheading: Performance & Talent Solutions Strategy and Product Leadership: - Own the enterprise performance and talent solutions strategy and multi-release functional product roadmap, aligned with Talent & Performance Management priorities and the broader Talent COE operating model. - Define the future-state ecosystem for goal setting, performance, calibration, talent profiles, talent reviews, potential, succession, critical roles, talent pools, and development planning. - Prioritize enhancements and investments based on business value, user needs, process risk, data requirements, Workday capabilities, technical feasibility, and organizational change capacity. - Establish product principles, success measures, value-realization expectations, and a transparent intake and prioritization process for performance and talent solutions. - Advise the Head of Talent and Performance Management on process feasibility, user experience, technology implications, data needs, and implementation trade-offs. Global Process Architecture and Annual-Cycle Leadership: - Own the global process architecture, end-to-end workflows, roles, decision rights, controls, exception governance, and documentation for performance and talent processes. - Lead operational readiness and execution for goal setting, mid-year performance, year-end performance, calibration, talent review, and succession cycles. - Drive process simplification, global consistency, and reduction of manual work, while defining principles for justified local or regulatory variation. - Coordinate integrated calendars, dependencies, communications, leader enablement, support models, and post-cycle reviews with functional and operational partners. - Identify process risks, adoption barriers, and recurring issues, and translate findings into prioritized improvements. Workday Functional Design and Configuration Partnership: - Serve as the functional product owner and subject-matter lead for Workday Performance, Talent, and Succession capabilities. - Translate business strategy and process requirements into functional requirements, user stories, process flows, configuration decisions, security requirements, test scenarios, and acceptance criteria. - Partner with HR Technology and Workday configuration teams to design, configure, validate, and release scalable solutions that align with policy, governance, data, and user-experience requirements. - Make or recommend functional design decisions and manage trade-offs among standard Workday capability, configuration, integrations, and justified supplemental solutions. - Lead user acceptance testing, regression testing, defect prioritization, business sign-off, release communications, and production-readiness activities. - Maintain a disciplined backlog and release plan, and ensure that configuration and enhancements remain aligned with the approved functional roadmap. User Experience, Adoption, Data and Insights Enablement: - Own the functional user-experience strategy across employees, managers, executives, HR Business Partners, Talent practitioners, and administrators. - Develop or coordinate in-system guidance, tools, templates, enablement resources, communications, and support approaches for performance and talent processes. - Define functional data requirements, data definitions, quality controls, access principles, reporting needs, and dashboard requirements in partnership with People Analytics and HR Technology. - Enable connections among performance, talent, succession, learning, skills, internal mobility, workforce planning, organization data, and development planning where they create clear business value. - Monitor adoption, process completion, user feedback, data integrity, issue trends, and solution value; use the evidence to drive continuous improvement. Governance, Risk and Cross-Functional Partnership: - Establish and operate governance for intake, prioritization, design decisions, testing, release readiness, risk escalation, and post-implementation review. - Partner with Talent Standards, Operations & Integration to apply Talent-wide program, process, tool, data, vendor, measurement, accessibility, and user-experience standards within the performance and talent domain. - Support enterprise and executive succession processes through controlled workflows, data, reporting, and materials; Board-governed succession decisions remain accountable to the Global Head of Talent, CHRO, CEO, and relevant Board governance. - Coordinate with Privacy, Legal, Information Security, Audit, and other control partners to ensure appropriate confidentiality, compliance, security, and data governance. - Lead cross-functional working teams and influence senior stakeholders without relying solely on formal authority. Now Experience Required (Qualifications) bullet list: - 7–10 years of progressive experience in talent management, performance management, HR technology, HR product management, process transformation, or related disciplines. - Demonstrated ownership of complex enterprise performance or talent processes in a global, matrixed organization. - Strong experience with Workday Performance, Talent, and/or Succession, including functional requirements, configuration partnership, testing, releases, and process optimization. - Experience creating or managing a functional product roadmap and prioritizing enhancements across business, process, data, and technology needs. - Proven experience leading global annual cycles, cross-functional initiatives, and stakeholder governance. - Experience working with data analysis, reporting, and synthesizing information for diverse and senior audiences. - Experience influencing HR, technology, operations, analytics, and business stakeholders without direct authority. Skills bullet list: - Strong functional product-management, process-architecture, and continuous-improvement capabilities. - Ability to translate talent strategy and business needs into scalable processes, functional requirements, configuration decisions, and technology solutions. - Strong project and release-management capabilities, with the ability to manage multiple priorities, risks, and deadlines. - Knowledge of requirements documentation, user stories, process mapping, system testing, change management, and adoption practices. - Strong analytical judgment and ability to use data and stakeholder feedback to prioritize improvements. - Executive-ready written, verbal, facilitation, and presentation skills. - Ability to operate as a hands-on