Strategic Programs Project Manager

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content. We must not repeat job title as heading. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, application instructions. We need to parse the posting. First paragraph: At Encore Fire Protection... mission etc. That's about company overview. Could be "About the role"? Actually "About the role" likely includes description of role and company. The posting includes "The Opportunity" describing role. So we can put that under "About the role". Also "Your Path to Success" etc could be part of responsibilities? But we have separate sections. We need to extract: - About the role: description of Encore, the opportunity, path to success maybe. - Responsibilities: list of key responsibilities bullet points. - Requirements: maybe "What You Bring To The Table" includes experience etc. - Qualifications: maybe overlapping with requirements. But we need to decide. The instruction: Use headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should include only those with real content. We have: - About the role: company description and opportunity. - Responsibilities: bullet list under "Key Responsibilities". - Requirements: maybe "What You Bring To The Table" includes experience, familiarity, proficiency, communication skills, comfort directing coordinator, experience with enterprise tech rollouts, M&A integration, etc. That's requirements. - Qualifications: maybe "What Will Make You Stand Out?" includes examples they look for. Could be considered qualifications or skills. But we have Skills heading separate. - Skills: maybe list of specific skills: Jira, Confluence, Monday.com, Agile/Waterfall/hybrid, RAID log, status reporting, stakeholder management, etc. - Benefits: "Beyond the Paycheck" section includes Competitive Salary (but says commensurate with experience, performance-based bonuses), Purpose-Driven Work Environment, Flexible Dress Code, People-Focused Culture, Tools for Success, Health and Wellness (medical, dental, vision), Retirement Planning (Fidelity 401(k) match), Life Insurance ($50k company-paid). Also maybe "Competitive Salary : Compensation commensurate with your experience, with the opportunity to earn performance-based bonuses". This is somewhat vague but still specific: performance-based bonuses tied to personal effectiveness. It's not "commensurate with experience" only; they also mention bonuses. So we can include Benefits section with those items. - Pay: The posting does not give specific salary numbers or range. It says "Competitive Salary : Compensation commensurate with your experience, with the opportunity to earn performance-based bonuses". That's not a specific number; it's vague. According to instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state "Competitive Salary : Compensation commensurate with your experience, with the opportunity to earn performance-based bonuses". That's still a statement about pay, albeit vague. Should we include Pay? The instruction says: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state something about pay (competitive salary, performance-based bonuses). So we could include Pay section with that statement. However they also say: Prefer a few substantive sections over many thin ones. And we already have Benefits covering many items; Pay could be thin. But we could combine Pay into Benefits? But they ask to use headings for Benefits, Pay, Schedule separately if content exists. Since we have pay statement, we could include Pay section with that statement. However they also said: never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") . The phrase "Compensation commensurate with your experience" is basically filler? It's vague but it's actual content. The instruction says: never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") . That suggests we should not create a Pay section if the content is just "commensurate with experience". Because that is considered filler/placeholder. So we should omit Pay section. - Schedule: No mention of schedule (full-time, part-time, remote). Not present. So omit Schedule. Thus sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits. Now we need to extract content precisely, preserving all substantive info, not inventing or summarizing away detail. We must use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We must not repeat job title as heading. Not include Job ID etc. We must remove boilerplate: EEO statement, E-Verify, etc. Also remove duplicated lines, application instructions (none visible). Also remove cookie/navigation/legal etc. Now let's extract. **About the role**: Should include company overview and opportunity description, plus maybe "Your Path to Success" sections? But those could be part of responsibilities or qualifications. However we need to preserve all substantive info. If we put everything under About the role, we might be missing details that belong elsewhere. But we can include the "Your Path to Success" as part of About the role (since it's about the role progression). However we also have Responsibilities, Requirements, Qualifications, Skills sections that will capture specifics. The "Your Path to Success" includes first 90 days, post-90 days, long-term vision. That could be considered part of responsibilities or expectations. But we can keep it under About the role as prose. Let's craft About the role paragraph(s): - At Encore Fire Protection, we are proud to be the east coast's largest full-service fire protection company, serving over 90,000 customers from Maine to Louisiana. With a team of over 2,200 dedicated employees, we provide innovative, customized fire suppression, fire sprinkler, and fire alarm solutions that protect lives and properties every day. Our goal is to deliver superior experience to those who trust us to safeguard what matters most. We are passionate about continuous growth, innovation, and maintaining a culture that thrives on success and commitment to safety. Our mission? To be the best fire protection company the industry has ever seen. - The Opportunity Encore's TechOps Strategic Projects team is scaling to support digital transformation projects, organization-wide rollouts, and new partner integrations. As Project Manager, you will own an initiative end to end — either a strategic technology initiative or an M&A partner integration — independently managing timeline, stakeholders, and risk from kickoff through closeout. This is a role for someone ready to run their own project without a safety net, while still drawing on the PMO's methodology, templates, and a Project Coordinator's support to keep the operational layer running. You will work across Jira, Confluence, and Monday.com daily, and your judgment on what to escalate versus solve yourself will define how much your Director can trust you with next. - Your Path to Success In Your First 90 Days You will learn Encore's PMO methodology in depth and get fluent in the team's core systems — Jira, Confluence, and Monday.com. You will shadow or inherit an active initiative, build relationships with your stakeholders and any assigned Project Coordinator, and learn how the PMO structures scope, schedule, budget, and risk on both strategic technology and M&A engagements. Post-90 Days You will take full ownership of an assigned initiative — strategic technology project or M&A partner integration — managing scope, schedule, stakeholder communication, and the RAID log independently. You will direct the work of a Project Coordinator where one is assigned, produce status reporting leadership relies on, and begin contributing feedback on PMO templates and standards based on what you learn running real work. Long-Term Vision As you build a track record across initiatives, you will become a candidate for the Senior Project Manager level — owning more complex or concurrent work and mentoring Coordinators and fellow PMs. Your delivery discipline on individual initiatives is what the PMO's credibility with executive leadership is built on. That seems comprehensive. Now Responsibilities: list from "Key Responsibilities". Let's extract each bullet: - Own an initiative end to end — strategic technology project or M&A partner integration — from initiation through closeout - Manage project scope, schedule, budget (where applicable), and the RAID log independently - Direct and coordinate the work of an assigned Project Coordinator, including meeting facilitation, documentation, and communication plan execution - Build and maintain stakeholder relationships across Operations, Finance, Sales, and Technology as required by the initiative - Identify , escalate, and resolve risks, issues, and blockers before they threaten timeline or scope - Produce and maintain status reports and dashboards for stakeholder and leadership visibility - Apply the PMO's methodology consistently, and surface feedback that helps evolve templates, governance, and standards - Work daily in Jira, Confluence, and Monday.com as the PMO's core systems Note there is an extra space before comma in "Identify , escalate". We'll keep as is but maybe trim extra space? We should preserve substantive info; we can remove extra spaces but not change meaning. Probably fine to trim. Now Requirements: from "What You Bring To The Table". Let's list: - 3–5 years of project management experience, including ownership of complete projects from initiation through closeout - Demonstrated ability to manage a project's scope, schedule, stakeholders, and risk independently, without close oversight - Familiarity with project management methodologies (Agile, Waterfall, hybrid) and sound judgment on when to apply each - Working proficiency in Jira, Confluence, and Monday.com or comparable PM/collaboration platforms - Strong written and verbal communication skills, with the ability to produce executive-ready status updates - Comfortable directing the work of a Project Coordinator or similar support role - Experience with either enterprise technology rollouts, M&A integration, or comparable cross-functional delivery work is a plus Note "is a plus" indicates optional but still a requirement? It's a plus. We'll keep as is. Now Qualifications: maybe from "What Will Make You Stand Out?" This section lists examples they look for, not strict qualifications but could be considered qualifications. Let's extract: - We Are Looking For Someone Who Can Take An Initiative From Ambiguous Starting Point To Clean Closeout Without Needing To Be Managed Through It. - Come Ready To Share A project you owned end to end, including a moment where scope or timeline pressure forced you to make a hard call - How you have managed a RAID log or risk register that actually changed how a project was run - An example of a status report you built that leadership used to make a decision - How you decide what to escalate to your Director versus what to resolve yourself These are more like interview prompts. Could be considered Qualifications or Skills. We'll treat as Qualifications. Now Skills: maybe we can extract specific skills mentioned elsewhere: Jira, Confluence, Monday.com, Agile/Waterfall/hybrid, RAID log, stakeholder management, status reporting, etc. But we already have many in Requirements and Qualifications. To avoid duplication, we could create Skills section listing technical/tools and methodologies: Jira, Confluence, Monday.com, Agile, Waterfall, hybrid, RAID log, risk register, status reporting/dashboards, stakeholder communication, etc. However we must preserve all substantive info; we can't omit info that is only in Skills if we don't have elsewhere. But many of these appear elsewhere. However we need to decide if we need a Skills section. The instruction: Prefer a few substantive sections over many thin ones. If we already have Requirements covering many of these, maybe we can skip Skills. But we must ensure we don't lose any substantive info that is only captured as a skill and not elsewhere. Let's see: - "Working proficiency in Jira, Confluence, and Monday.com or comparable PM