Sr Mgr-Talent Management

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. We must not repeat job title. No Job ID. Remove boilerplate like EEO, equal opportunity, scam warning, application instructions, cookie/navigation/legal. Also remove duplicated lines. Preserve all substantive info. We need to parse the posting. Content: - Intro: "Do your Best Work in Mooresville This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check-up – we invest in you so you can find your inspiration." That's about location and environment. Could be part of "About the role" or maybe "About Lowe's"? There's later "About Lowe’s" section. We have sections: - "Your Impact": description of role purpose and responsibilities. - "What You Will Do": list of duties. - "Minimum Qualifications": bullet list (but in paragraph form with numbers). We need to convert to

• . - "Preferred Skills/Education": Master's degree. - "About Lowe’s": company description. - Also there is "Starting rate of pay may vary based on factors..." that's pay info but vague. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. It says "Starting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience." That's not a specific pay amount; it's a generic statement. According to rule: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. This is a vague statement; likely considered filler. So we should not create a Pay section. - Benefits: there is a link to benefits page: "For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits." That's not specific benefits; it's a generic pointer. According to rule, we should not create Benefits section unless posting actually states them. This is just a link; not specific benefits. So we should not include Benefits. - Schedule: none. Thus sections we can include: About the role (maybe combine location and environment), Responsibilities (Your Impact + What You Will Do?), Requirements (Minimum Qualifications), Qualifications (maybe Preferred Skills/Education), Skills (maybe not separate), About Lowe's (maybe as About the company). But we need to follow headings list: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose to include only those with content. We have content for About the role (location, environment). Responsibilities (Your Impact and What You Will Do). Requirements (Minimum Qualifications). Qualifications (Preferred Skills/Education). Skills? Not really separate; maybe we could put preferred skills under Qualifications. But we could still have a Skills section if we have specific skills listed; we have "Experience utilizing Workday or other HR management system/tool" under Minimum Qualifications; also "Experience advising and consulting with senior business leaders". Those are more like requirements. Could treat them as Requirements. Skills section maybe not needed. About Lowe's: we could put under About the role? Or maybe we could create a separate section "About Lowe's" but not in allowed headings. The allowed headings are limited; we could put company description under About the role or maybe under Responsibilities? Better to put under About the role as it's about the company. However the instruction: "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., meaning those are examples; we can use those headings. It doesn't forbid other headings? It says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect only those headings. So we should stick to those. Thus we need to map content to those headings. - About the role: include location, environment, maybe also company overview? Could include Lowe's description. - Responsibilities: include Your Impact and What You Will Do (duties). - Requirements: include Minimum Qualifications (the bullet list). - Qualifications: include Preferred Skills/Education (Master's degree). - Skills: maybe we could include specific skills like Workday, advising senior leaders, project management, measurement strategy, etc. But those are already in Requirements. Could move some to Skills. But we must not invent content; we can reallocate. However we must preserve ALL substantive information; we can't lose any. So we need to ensure all info appears somewhere. Let's list all substantive info bullets: From intro: - Position based at headquarters in Mooresville, NC. - Corporate office space for collaboration, walk, bite, coffee, work out, check-up; invest in you to find inspiration. From Your Impact: - Primary purpose: lead talent initiatives and their team, to support Lowe's business objectives, as part of global talent management function. - Support all talent management functions: skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. - Advisor to HRBPs, COE partners and business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. - Lead and develop a team of associates; work collaboratively with Sr. Director, Talent Management and respective function leads. - Partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion, as critical partners in support of integrated talent function. - Lead team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for talent management function. - Continuously evaluate effectiveness of all key process and programs that support organization performance, develop solutions, utilize automation, innovative technology and implement key metrics to measure outcomes. - Deep understanding of company and HR strategy, and relevant insights on external talent landscape, applying this knowledge. - Proactively lead steady state and changing business needs through process, programs and partnership that develop strong pipelines of talented associates with potential to grow. From What You Will Do (looks similar but maybe redundant): - Lead talent management initiatives and a team, to support Lowe’s business objectives which include skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs and executive development. - Serve as a lead advisor to the HRBPs, COE partners and business leaders, providing guidance on effective and integrated talent initiatives that support the delivery of business objectives. - Collaborate frequently with the Sr. Director, Talent Management, team and other COE function leads such as people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion. - Lead their team for the discovery, development of strategy, solution design and delivery of key objectives for the talent management function, identifying trends, patterns and opportunities for optimization. - Evaluate the effectiveness of all key process and programs that support organization performance, develop solutions for improvement, utilize automation and implement key metrics to measure outcomes. - Maintain a deep understanding of the company and HR strategy, and research relevant insights on the external talent landscape, applying this knowledge to the work. - Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology. - Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture, foster inclusion and promote engagement. - At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure that Lowe's receives the best ROI. Minimum Qualifications (list): - Bachelor’s degree HR, Business or related field or equivalent years of experience in lieu of education requirement, if applicable - 5 Years of experience consulting with HR partners and leaders on strategic talent initiatives, leading to the development, design and delivery of key outcomes to support company objectives - 5 Years of experience supporting talent management and/or learning programs, such as talent planning, leadership development, performance management, org effectiveness, talent assessment and training - 3 Years of experience building measurement strategy including data, analytics and insights using excel and other tools - 3 Years of experience leading others, both directly or indirectly. - 3 Years of experience in project and program management - Experience advising and consulting with senior business leaders - Experience utilizing Workday or other HR management system/tool Preferred Skills/Education: - Master’s degree HR, Business or related field About Lowe’s: - Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company with total fiscal year 2025 sales of more than $86 billion. - Lowe’s employs approximately 300,000 associates and operates over 1,750 home improvement stores, 540 branches and 120 distribution centers. - Lowe’s is a core value S&P 500 equity stock and a dividend aristocrat. - Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. - For more information, visit Lowes.com. We also have EEO statement and pay variation statement and benefits link; we should drop those. Now we need to output HTML with

  headings and content. We need to avoid duplication: Your Impact and What You Will Do have overlapping content; we should combine them, preserving all unique points. Let's merge. Responsibilities section: combine bullet points from both, removing duplicates. Let's list unique responsibilities: - Lead talent management initiatives and a team to support Lowe's business objectives (skills and career development, performance development, organizational effectiveness, talent assessment, talent planning, succession, leadership programs, executive development). - Serve as lead advisor to HRBPs, COE partners, business leaders, providing guidance on talent management strategies aligned with Lowe's overarching business objectives. - Lead and develop a team of associates. - Work collaboratively with Sr. Director, Talent Management and respective function leads. - Partner closely with people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion as critical partners. - Lead team to conduct discovery, develop strategy, design solutions and lead delivery of key objectives for talent management function. - Continuously evaluate effectiveness of all key processes and programs supporting organization performance; develop solutions; utilize automation, innovative technology; implement key metrics to measure outcomes. - Maintain deep understanding of company and HR strategy; research relevant insights on external talent landscape; apply this knowledge. - Proactively lead steady state and changing business needs through process, programs, partnership to develop strong pipelines of talented associates with potential to grow. - Collaborate frequently with Sr. Director, Talent Management, team and other COE function leads (people analytics, HRIS, talent acquisition, associate learning and culture, diversity & inclusion) – similar to partner point; maybe combine. - Lead team for discovery, development of strategy, solution design and delivery of key objectives, identifying trends, patterns and opportunities for optimization. - Evaluate effectiveness of all key processes and programs supporting organization performance; develop solutions for improvement; utilize automation; implement key metrics to measure outcomes (similar to earlier). - Partner with key functions, including people analytics and HRIS to design automated talent solutions using innovative technology. - Hire, coach, develop and retain a team dedicated to Lowe’s Winning Culture; foster inclusion and promote engagement. - At times, manage vendor relationships, including outside consultants in partnership with Enterprise Strategic Sourcing to ensure best ROI. We have some repetition; we can condense but must preserve all substantive info. We can combine similar points but not lose any detail. Let's try to produce a concise but comprehensive list. Better to keep as bullet list (

  • ) under Responsibilities. Now Requirements: Minimum Qualifications list. Qualifications: Preferred Skills