Sr Manager - Client Service
for each section heading. Only include sections where there is real specific content.
We must not repeat job title as heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "Do you thrive..." questions? Those are part of description but maybe considered boilerplate? They are rhetorical questions; they are part of the posting but not essential? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Those rhetorical questions are not boilerplate; they are part of the role description. We can keep them as prose in About the role.
We need to preserve all substantive information. So we need to include About the role (intro paragraphs). Responsibilities (list). Requirements (maybe required qualifications). Qualifications (preferred qualifications). Skills? Could be part of qualifications. Benefits (list). Pay (salary range). Schedule? Not mentioned; no schedule info, so we should NOT include Schedule section.
We must not create sections with filler like "commensurate with experience". Pay section: we have salary range: USD $99,600.00 - USD $185,800.00 / Year. So include Pay.
Benefits: list given.
We need to use - for any list of duties/requirements/benefits. For prose use
.
We must not include markdown fences.
Let's extract content.
Intro: "ADP is hiring a Senior Manager – Client Service to lead a high-performing team of Talent Activation Specialists responsible for implementing and optimizing Talent Technology solutions - including Recruitment, Performance, Compensation, and Succession Planning modules - aligned to client business needs. This leader drives operational excellence, client satisfaction, and team development while ensuring the delivery of best practice talent consulting and scalable, high-quality service. This role requires a hands-on, business-minded leader who thrives in a fast-paced environment, can balance operational rigor with strategic vision, and embodies the team’s core values of Accountability, Resilience, and Connection. Do you thrive in a results-driven and dynamic atmosphere where client success, achievement, collaboration, and agility are recognized and highly valued?Are you looking for an opportunity to make a difference by using your communication, problem-solving, and project management skills to drive results for our clients?Are you looking for an inclusive environment with a culture of collaboration and belonging?" That's the About the role.
Responsibilities list: bullet points after "Key Responsibilities". Let's capture each line:
- Lead, coach, and develop a team of Talent Activation Specialists to achieve productivity, quality, and client satisfaction goals.
- Oversee activation and support of Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning), ensuring solutions align with client needs and business objectives.
- Serve as the primary leader of the Talent Activation team, managing in-service best practice consulting and continuous improvement initiatives.
- Partner with internal stakeholders across Implementation, Service, and Client Success to enhance the client experience and increase internal understanding of Talent Activation.
- Own operational excellence: optimize team capacity, workflows, and processes to deliver consistent, scalable, high-quality results.
- Oversee financial stewardship: reconcile billing, manage forecasting, and deliver timely, accurate financial reports to VP and GM leadership.
- Manage case queues, client escalations, and service metrics to meet tNPS, case age, and SLA targets.
- Drive a culture of accountability, learning, and collaboration that empowers associates to perform at their best.
- Manage vendor relationships for Talent Technology, ensuring strategic alignment and partnership outcomes.
- Monitor team KPIs, capacity planning, and performance data to inform decision-making and ensure operational sustainability.
- Champion the brand of the Talent Activation team — lead efforts to rebrand, refresh, and relaunch in-service best practice consulting offerings.
- Foster a positive, high-performance culture characterized by ownership, optimism, and a “find the yes” mindset.
- Ensure team readiness through proactive training, process adoption, and continuous improvement initiatives.
- Act as a trusted advisor and communicator with senior leadership, demonstrating strong business acumen, executive presence, and sound judgment.
That's all.
Required Qualifications (TO SUCCEED IN THIS ROLE: Required Qualifications):
- 2–3+ years of people leadership experience with a track record of developing and motivating high-performing teams.
- Strong understanding of WFN Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning) or similar enterprise HR technology platforms.
- Demonstrated experience in financial reporting, forecasting, and business operations management.
Preferred Qualifications:
- Proven ability to manage vendor relationships and drive strategic outcomes.
- Exceptional communication and presentation skills, with executive presence and influence.
- Highly organized, detail-oriented, and able to balance multiple priorities under pressure.
- Demonstrated ability to lead through change, inspire accountability, and foster resilience and connection within teams.
- Operates with high impact and low ego - someone others want to work with.
Skills? Could be covered in qualifications. But we could create a Skills section summarizing communication, problem-solving, project management, etc. However instruction: Prefer a few substantive sections over many thin ones. We could merge Skills into Qualifications or Responsibilities. But we have separate headings allowed: Skills. If we create Skills, we need specific content. The posting mentions communication, problem-solving, project management skills in the intro questions. Also "exceptional communication and presentation skills" in preferred. Could create Skills section with those. But we risk thin section. Maybe better to not create Skills section; instead include those details in About the role or Qualifications. Since we already have Required and Preferred Qualifications sections, we can put communication etc there. However the instruction says use headings for Skills if we have content. We could decide to not include Skills heading to avoid thin section. The instruction: "Prefer a few substantive sections over many thin ones." So we can omit Skills.
Benefits: list given.
Pay: salary range.
Schedule: none.
Now we need to output HTML fragment with
headings and
or
- .
We must not include any extra text outside HTML.
Let's craft:
About the role
ADP is hiring a Senior Manager – Client Service to lead a high-performing team of Talent Activation Specialists responsible for implementing and optimizing Talent Technology solutions - including Recruitment, Performance, Compensation, and Succession Planning modules - aligned to client business needs. This leader drives operational excellence, client satisfaction, and team development while ensuring the delivery of best practice talent consulting and scalable, high-quality service. This role requires a hands-on, business-minded leader who thrives in a fast-paced environment, can balance operational rigor with strategic vision, and embodies the team’s core values of Accountability, Resilience, and Connection. Do you thrive in a results-driven and dynamic atmosphere where client success, achievement, collaboration, and agility are recognized and highly valued? Are you looking for an opportunity to make a difference by using your communication, problem-solving, and project management skills to drive results for our clients? Are you looking for an inclusive environment with a culture of collaboration and belonging?
Responsibilities
- Lead, coach, and develop a team of Talent Activation Specialists to achieve productivity, quality, and client satisfaction goals.
- Oversee activation and support of Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning), ensuring solutions align with client needs and business objectives.
- Serve as the primary leader of the Talent Activation team, managing in-service best practice consulting and continuous improvement initiatives.
- Partner with internal stakeholders across Implementation, Service, and Client Success to enhance the client experience and increase internal understanding of Talent Activation.
- Own operational excellence: optimize team capacity, workflows, and processes to deliver consistent, scalable, high-quality results.
- Oversee financial stewardship: reconcile billing, manage forecasting, and deliver timely, accurate financial reports to VP and GM leadership.
- Manage case queues, client escalations, and service metrics to meet tNPS, case age, and SLA targets.
- Drive a culture of accountability, learning, and collaboration that empowers associates to perform at their best.
- Manage vendor relationships for Talent Technology, ensuring strategic alignment and partnership outcomes.
- Monitor team KPIs, capacity planning, and performance data to inform decision-making and ensure operational sustainability.
- Champion the brand of the Talent Activation team — lead efforts to rebrand, refresh, and relaunch in-service best practice consulting offerings.
- Foster a positive, high-performance culture characterized by ownership, optimism, and a “find the yes” mindset.
- Ensure team readiness through proactive training, process adoption, and continuous improvement initiatives.
- Act as a trusted advisor and communicator with senior leadership, demonstrating strong business acumen, executive presence, and sound judgment.
Required Qualifications
- 2–3+ years of people leadership experience with a track record of developing and motivating high-performing teams.
- Strong understanding of WFN Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning) or similar enterprise HR technology platforms.
- Demonstrated experience in financial reporting, forecasting, and business operations management.
Preferred Qualifications
- Proven ability to manage vendor relationships and drive strategic outcomes.
- Exceptional communication and presentation skills, with executive presence and influence.
- Highly organized, detail-oriented, and able to balance multiple priorities under pressure.
- Demonstrated ability to lead through change, inspire accountability, and foster resilience and connection within teams.
- Operates with high impact and low ego - someone others want to work with.
Benefits
- Medical
- Dental
- Vision
- Life Insurance
- Matched Retirement Savings
- Wellness Program
- Short-and Long-Term Disability
- Charitable Contribution Match
- Holidays
- Personal Days & Vacation
- Paid Volunteer Time Off
- and more
Pay
USD $99,600.00 - USD $185,800.00 / Year
We should not include Schedule.
Check for any duplicated lines: we removed boilerplate like "We offer the following benefits:" we kept list. Also removed "Base salary offers for this position may vary based on factors such as location, skills, and relevant experience. Some positions may include additional compensation in the form of bonus, equity or commissions." That's somewhat related to Pay but we already have salary range; we could incorporate that nuance? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. The statement about base salary may vary etc is substantive. Should we include it? It's about compensation variability. We could add a sentence after Pay range: "Base salary offers may vary based on location, skills, and relevant experience; some positions may include additional compensation in the form of bonus, equity or commissions." That is substantive. Also we have "Actual compensation will not be less than the applicable minimum wage or minimum exempt salary requirement under federal, state and local laws." That's also substantive. We should include that.
Thus Pay section could have containing the range plus those sentences.
Let's craft Pay paragraph:
USD $99,600.00 - USD $185,800.00 / Year. Base salary offers
. We must not include markdown fences. Let's extract content. Intro: "ADP is hiring a Senior Manager – Client Service to lead a high-performing team of Talent Activation Specialists responsible for implementing and optimizing Talent Technology solutions - including Recruitment, Performance, Compensation, and Succession Planning modules - aligned to client business needs. This leader drives operational excellence, client satisfaction, and team development while ensuring the delivery of best practice talent consulting and scalable, high-quality service. This role requires a hands-on, business-minded leader who thrives in a fast-paced environment, can balance operational rigor with strategic vision, and embodies the team’s core values of Accountability, Resilience, and Connection. Do you thrive in a results-driven and dynamic atmosphere where client success, achievement, collaboration, and agility are recognized and highly valued?Are you looking for an opportunity to make a difference by using your communication, problem-solving, and project management skills to drive results for our clients?Are you looking for an inclusive environment with a culture of collaboration and belonging?" That's the About the role. Responsibilities list: bullet points after "Key Responsibilities". Let's capture each line: - Lead, coach, and develop a team of Talent Activation Specialists to achieve productivity, quality, and client satisfaction goals. - Oversee activation and support of Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning), ensuring solutions align with client needs and business objectives. - Serve as the primary leader of the Talent Activation team, managing in-service best practice consulting and continuous improvement initiatives. - Partner with internal stakeholders across Implementation, Service, and Client Success to enhance the client experience and increase internal understanding of Talent Activation. - Own operational excellence: optimize team capacity, workflows, and processes to deliver consistent, scalable, high-quality results. - Oversee financial stewardship: reconcile billing, manage forecasting, and deliver timely, accurate financial reports to VP and GM leadership. - Manage case queues, client escalations, and service metrics to meet tNPS, case age, and SLA targets. - Drive a culture of accountability, learning, and collaboration that empowers associates to perform at their best. - Manage vendor relationships for Talent Technology, ensuring strategic alignment and partnership outcomes. - Monitor team KPIs, capacity planning, and performance data to inform decision-making and ensure operational sustainability. - Champion the brand of the Talent Activation team — lead efforts to rebrand, refresh, and relaunch in-service best practice consulting offerings. - Foster a positive, high-performance culture characterized by ownership, optimism, and a “find the yes” mindset. - Ensure team readiness through proactive training, process adoption, and continuous improvement initiatives. - Act as a trusted advisor and communicator with senior leadership, demonstrating strong business acumen, executive presence, and sound judgment. That's all. Required Qualifications (TO SUCCEED IN THIS ROLE: Required Qualifications): - 2–3+ years of people leadership experience with a track record of developing and motivating high-performing teams. - Strong understanding of WFN Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning) or similar enterprise HR technology platforms. - Demonstrated experience in financial reporting, forecasting, and business operations management. Preferred Qualifications: - Proven ability to manage vendor relationships and drive strategic outcomes. - Exceptional communication and presentation skills, with executive presence and influence. - Highly organized, detail-oriented, and able to balance multiple priorities under pressure. - Demonstrated ability to lead through change, inspire accountability, and foster resilience and connection within teams. - Operates with high impact and low ego - someone others want to work with. Skills? Could be covered in qualifications. But we could create a Skills section summarizing communication, problem-solving, project management, etc. However instruction: Prefer a few substantive sections over many thin ones. We could merge Skills into Qualifications or Responsibilities. But we have separate headings allowed: Skills. If we create Skills, we need specific content. The posting mentions communication, problem-solving, project management skills in the intro questions. Also "exceptional communication and presentation skills" in preferred. Could create Skills section with those. But we risk thin section. Maybe better to not create Skills section; instead include those details in About the role or Qualifications. Since we already have Required and Preferred Qualifications sections, we can put communication etc there. However the instruction says use headings for Skills if we have content. We could decide to not include Skills heading to avoid thin section. The instruction: "Prefer a few substantive sections over many thin ones." So we can omit Skills. Benefits: list given. Pay: salary range. Schedule: none. Now we need to output HTML fragment with
headings and
or
- .
We must not include any extra text outside HTML.
Let's craft:
About the role
ADP is hiring a Senior Manager – Client Service to lead a high-performing team of Talent Activation Specialists responsible for implementing and optimizing Talent Technology solutions - including Recruitment, Performance, Compensation, and Succession Planning modules - aligned to client business needs. This leader drives operational excellence, client satisfaction, and team development while ensuring the delivery of best practice talent consulting and scalable, high-quality service. This role requires a hands-on, business-minded leader who thrives in a fast-paced environment, can balance operational rigor with strategic vision, and embodies the team’s core values of Accountability, Resilience, and Connection. Do you thrive in a results-driven and dynamic atmosphere where client success, achievement, collaboration, and agility are recognized and highly valued? Are you looking for an opportunity to make a difference by using your communication, problem-solving, and project management skills to drive results for our clients? Are you looking for an inclusive environment with a culture of collaboration and belonging?
Responsibilities
- Lead, coach, and develop a team of Talent Activation Specialists to achieve productivity, quality, and client satisfaction goals.
- Oversee activation and support of Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning), ensuring solutions align with client needs and business objectives.
- Serve as the primary leader of the Talent Activation team, managing in-service best practice consulting and continuous improvement initiatives.
- Partner with internal stakeholders across Implementation, Service, and Client Success to enhance the client experience and increase internal understanding of Talent Activation.
- Own operational excellence: optimize team capacity, workflows, and processes to deliver consistent, scalable, high-quality results.
- Oversee financial stewardship: reconcile billing, manage forecasting, and deliver timely, accurate financial reports to VP and GM leadership.
- Manage case queues, client escalations, and service metrics to meet tNPS, case age, and SLA targets.
- Drive a culture of accountability, learning, and collaboration that empowers associates to perform at their best.
- Manage vendor relationships for Talent Technology, ensuring strategic alignment and partnership outcomes.
- Monitor team KPIs, capacity planning, and performance data to inform decision-making and ensure operational sustainability.
- Champion the brand of the Talent Activation team — lead efforts to rebrand, refresh, and relaunch in-service best practice consulting offerings.
- Foster a positive, high-performance culture characterized by ownership, optimism, and a “find the yes” mindset.
- Ensure team readiness through proactive training, process adoption, and continuous improvement initiatives.
- Act as a trusted advisor and communicator with senior leadership, demonstrating strong business acumen, executive presence, and sound judgment.
Required Qualifications
- 2–3+ years of people leadership experience with a track record of developing and motivating high-performing teams.
- Strong understanding of WFN Talent Technology modules (Recruitment, Performance, Compensation, Succession Planning) or similar enterprise HR technology platforms.
- Demonstrated experience in financial reporting, forecasting, and business operations management.
Preferred Qualifications
- Proven ability to manage vendor relationships and drive strategic outcomes.
- Exceptional communication and presentation skills, with executive presence and influence.
- Highly organized, detail-oriented, and able to balance multiple priorities under pressure.
- Demonstrated ability to lead through change, inspire accountability, and foster resilience and connection within teams.
- Operates with high impact and low ego - someone others want to work with.
Benefits
- Medical
- Dental
- Vision
- Life Insurance
- Matched Retirement Savings
- Wellness Program
- Short-and Long-Term Disability
- Charitable Contribution Match
- Holidays
- Personal Days & Vacation
- Paid Volunteer Time Off
- and more
Pay
USD $99,600.00 - USD $185,800.00 / Year
We should not include Schedule. Check for any duplicated lines: we removed boilerplate like "We offer the following benefits:" we kept list. Also removed "Base salary offers for this position may vary based on factors such as location, skills, and relevant experience. Some positions may include additional compensation in the form of bonus, equity or commissions." That's somewhat related to Pay but we already have salary range; we could incorporate that nuance? The instruction: preserve ALL substantive information; do NOT invent or summarize away detail. The statement about base salary may vary etc is substantive. Should we include it? It's about compensation variability. We could add a sentence after Pay range: "Base salary offers may vary based on location, skills, and relevant experience; some positions may include additional compensation in the form of bonus, equity or commissions." That is substantive. Also we have "Actual compensation will not be less than the applicable minimum wage or minimum exempt salary requirement under federal, state and local laws." That's also substantive. We should include that. Thus Pay section could havecontaining the range plus those sentences. Let's craft Pay paragraph:
USD $99,600.00 - USD $185,800.00 / Year. Base salary offers