Talent Development Lead
Barry's · Los Angeles, CA · 2 wk ago
On-siteInformation TechnologyFull-time
We need to output HTML fragment with sections: headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real content.
We need to parse the posting.
First, we have introductory paragraph about Barry's, smoking policy, EEO, etc. Those are boilerplate; we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we should remove the EEO paragraph, the accommodation contact, etc. Also remove the "Please be aware that smoking is prohibited..." maybe not boilerplate? It's a policy statement; might be considered boilerplate? It's not EEO but still a policy. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." Smoking policy is not listed; but could be considered legal? Might be okay to keep? It's not essential job info. Probably we can drop it as it's not about the role. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The smoking policy is not substantive to the job; but it's not explicitly listed to remove. However, we might keep it if it's part of the description. But likely we can drop as it's not about role. Safer to keep only role-specific content: The Talent Development Lead description, responsibilities, requirements, etc. Also the pay range at end.
We need sections: About the role (maybe a summary), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content: "The Talent Development Lead (TDL) serves as a leader, Barry’s culture ambassador and class programming guide for their regional Talent team. They are a responsible and motivated individual, passionate about sharing their knowledge on creating a WOW experience with others. The TDL cultivates supportive relationships by making themselves accessible and approachable, communicating effectively, and following through on tasks efficiently. Relocation assistance is available for this position if you are currently based outside Brentwood."
That could be About the role.
Responsibilities: many bullet points under Key Responsibilities, broken into subcategories: Talent Development Support aspects..., Experience Evaluations And Quality Assurance, Instructor Recruitment and Training, Teaching, Team Building.
We need to output
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real content.
We need to parse the posting.
First, we have introductory paragraph about Barry's, smoking policy, EEO, etc. Those are boilerplate; we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we should remove the EEO paragraph, the accommodation contact, etc. Also remove the "Please be aware that smoking is prohibited..." maybe not boilerplate? It's a policy statement; might be considered boilerplate? It's not EEO but still a policy. The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." Smoking policy is not listed; but could be considered legal? Might be okay to keep? It's not essential job info. Probably we can drop it as it's not about the role. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. The smoking policy is not substantive to the job; but it's not explicitly listed to remove. However, we might keep it if it's part of the description. But likely we can drop as it's not about role. Safer to keep only role-specific content: The Talent Development Lead description, responsibilities, requirements, etc. Also the pay range at end.
We need sections: About the role (maybe a summary), Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content: "The Talent Development Lead (TDL) serves as a leader, Barry’s culture ambassador and class programming guide for their regional Talent team. They are a responsible and motivated individual, passionate about sharing their knowledge on creating a WOW experience with others. The TDL cultivates supportive relationships by making themselves accessible and approachable, communicating effectively, and following through on tasks efficiently. Relocation assistance is available for this position if you are currently based outside Brentwood."
That could be About the role.
Responsibilities: many bullet points under Key Responsibilities, broken into subcategories: Talent Development Support aspects..., Experience Evaluations And Quality Assurance, Instructor Recruitment and Training, Teaching, Team Building.
We need to output - for any list of duties/requirements/benefits. So we can combine all responsibilities into a list.
Requirements: "Minimum Requirements" list: Availability for full-time work (40-hours per week) with a flexible schedule that includes weekend availability; Must hold and maintain Instructor or personal training certification; CPR certification; and experience leading group training or working as a personal trainer.; Excellent organizational and leadership abilities; Outstanding communication and people skills; Familiarity with MS Office, Google Suite and various business software; Be in the top 50% performance amongst peers; No MVV issues or disciplinary actions within last 12-months; Relevant experience teaching fitness with a proven track record of success at delivering; Minimum of 1 year tenure at Barry’s having taught at least 576 classes OR (for external candidates) Minimum of 2 years of relevant Group fitness teaching experience outside of Barry’s with a demonstrated track record of success; Proven leader in the regional fitness community; Meets all other requirements listed above (excluding Barry’s related criteria).
We need to keep all substantive info.
Qualifications: maybe overlapping with Requirements? The posting has "Minimum Requirements" and "Essential Skills & Abilities". Could treat Requirements as qualifications, and Skills as essential skills.
Thus we can have sections: About the role (
About the role
), Responsibilities (Responsibilities
), Qualifications (Qualifications
), Skills (Skills
), Pay (Pay
), Benefits (Benefits
) if any (relocation assistance mentioned). Schedule maybe not explicitly given; but we have "Availability for full-time work (40-hours per week) with a flexible schedule that includes weekend availability" which is schedule info. Could put under Schedule section. However we already used that in Requirements. Might be better to put schedule info under Schedule section. But the instruction: "Prefer a few substantive sections over many thin ones." So we could combine schedule into Requirements or Qualifications. But we have a Pay section definitely (pay range). Benefits: relocation assistance mentioned. So we can have Benefits section.
We need to avoid empty sections.
Let's extract content.
About the role: The paragraph about TDL role.
Responsibilities: list all duties.
We'll create a list:
- Help Instructors to develop and deliver a signature experience in their Red Room classes through effective programming, inclusive music/playlisting, and consistently delivering an engaging, signature workout experience.
- Coach Instructors on how to successfully build community through high levels of in/out of studio engagement with clients, including appropriately and effectively using social media to promote themselves as part of the Barry's team.
- In partnership with Marketing, identify practical ways for Instructors to develop a brand-aligned social media presence and (personal) marketing strategy that is aligned with overall Barry’s marketing and branding strategy.
- Partner with Instructors to create WOW programming that is aligned with Barry’s programming guidelines.
- Address programming-related issues that are limiting an Instructor’s growth, development, and performance in the Red Room.
- Attend a weekly meeting with the Director of Instructor Talent (DOIT) to provide feedback on Instructor performance, and areas of opportunity and address any Mission, Vision, Values (MVV) alignment issues.
- In partnership with the DOIT, conduct one team-building event per quarter.
- Execute any new programming guidelines, based on guidance from Talent Leadership.
- Complete one WOW Experience Evaluation per week, followed by a formal 30-min follow-up meeting to provide feedback/coaching to ensure that:
* All assigned Instructors who have less than 1 year of tenure are evaluated quarterly and;
* All assigned Instructors who have more than 1 year of tenure are evaluated bi-annually.
- Conduct 2-4 individual 30-minute informal touch base meetings per month with Instructors to support Instructor growth and development within the region/studio.
- Ensure a WOW class is taught consistently by all Instructors in the region.
- Participate in the schedule optimization process as requested.
- Act as the first point of contact for interested instructor candidates in your respective region.
- Actively develop and manage a pipeline of talent to ensure Barry’s always has best-in-market talent. This is incredibly important and requires that the TDL regularly take classes outside of Barry’s when we are actively recruiting in the region/studio.
- Source at least 1 qualified candidate per month when the studio/region is actively recruiting for Instructors.
- Partner with the Talent Leadership team to finalize and select candidates to become Barry’s Instructors, including participating in interviews, auditions, and test-out classes.
- Lead new Instructor training in your region, delivering curriculum and providing consistent, clear, and direct brand feedback throughout the training program.
- Manage the pre-training and post-training process to ensure proper support for new instructors in your region.
- Own a schedule of a minimum of 15 regularly scheduled Red Room classes per week, which will be flexed (up/down) based on the size of the studio, class schedule, and needs of the business.
- Conduct 1 Instructor team meeting per month to review team performance and provide training and other business-related follow-up and support.
- Host a Barry's Bonding activity once per quarter.
- Take 1 - 2 classes per week, rotating across studios and instructors to consistently provide timely performance-based feedback on programming and the WOW experience.
- Work cross-functionally and communicate efficiently with the Director of Instructor Talent Management, Talent leadership, and studio management, attending required meetings as scheduled.
- Always be the Best of Brand and an example of impeccable programming and brand standards in each class.
- Mentor new Instructors by encouraging them to take your class, and provide follow-up support as necessary.
- Embody Barry’s MVV and drive company culture across their region.
- Teach an amazing, signature WOW EXPERIENCE Barry’s class.
That's a lot but we need to preserve all substantive info. Could be long but okay.
Qualifications: Minimum Requirements list.
Let's list:
- Availability for full-time work (40-hours per week) with a flexible schedule that includes weekend availability
- Must hold and maintain Instructor or personal training certification; CPR certification; and experience leading group training or working as a personal trainer.
- Excellent organizational and leadership abilities
- Outstanding communication and people skills
- Familiarity with MS Office, Google Suite and various business software
- Be in the top 50% performance amongst peers
- No MVV issues or disciplinary actions within last 12-months
- Relevant experience teaching fitness with a proven track record of success at delivering
- Minimum of 1 year tenure at Barry’s having taught at least 576 classes OR (for external candidates) Minimum of 2 years of relevant Group fitness teaching experience outside of Barry’s with a demonstrated track record of success
- Proven leader in the regional fitness community
- Meets all other requirements listed above (excluding Barry’s related criteria)
We could combine some.
Skills: Essential Skills & Abilities list:
- Ability to work a full-time schedule of at least 40 hours per week, 5 days per week.
- Ability to maintain regular, consistent, and reliable attendance in the workplace.
- Ability to routinely and consistently sit, stand, bend, reach, lift, push, and pull 20 pounds, and to type, speak, read and write for as much as 8 hours per day, 5 days per week.
- Ability to perform work on/using a telephone/computer for as much as 8 hours per day, 5 days per week.
- Ability to read, speak, and write effectively communicate verbally in writing in English with coworkers/customers/ clients and/or vendors.
- Ability to effectively lead and manage subordinate employees.
- Ability to think creatively and be responsive on a timely basis to predictable and unpredictable workplace issues.
- Ability to effectively work as part of a team.
- Ability to understand, consider and assess the financial impact of decisions
Pay: The Pay Range For This Role Is 30.21 - 37.50 USD per hour (Brentwood)
Benefits: Relocation assistance is available for this position if you are currently based outside Brentwood.
Schedule: Not explicitly separate; but we have schedule info in qualifications. Could create Schedule section referencing the flexibility and weekend availability. However we already have that in qualifications. To avoid duplication, maybe we keep schedule info under Qualifications and not create separate Schedule section. The instruction: "include a section ONLY when the posting has real, specific content for it". Since schedule info exists, we could create Schedule section with that content. But then we would duplicate content if we also keep it in Qualifications. Better to move schedule info to Schedule section and remove from Qualifications. However Qualifications also includes other items; we can keep schedule info there but also have Schedule section? That would duplicate. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. Duplication is not prohibited explicitly, but they said remove duplicated lines. So we should avoid duplication. So we need to decide where to place schedule info. Since schedule is a distinct aspect, we could put it under Schedule section and not under Qualifications. Then Qualifications would lose that bullet. But we could keep schedule info under Schedule and not duplicate. Let's do that.
Thus Qualifications will exclude the availability bullet.
Now Benefits: relocation assistance.
Now we need to output HTML fragment with headings and - for lists,
for prose.
We need to decide which content is prose vs list.
About the role: prose paragraph(s). Could be one
.
Responsibilities: list.
Qualifications: list.
Skills: list.
Benefits: maybe a
(relocation assistance).
Pay: maybe a
.
About the role
), Responsibilities (Responsibilities
), Qualifications (Qualifications
), Skills (Skills
), Pay (Pay
), Benefits (Benefits
) if any (relocation assistance mentioned). Schedule maybe not explicitly given; but we have "Availability for full-time work (40-hours per week) with a flexible schedule that includes weekend availability" which is schedule info. Could put under Schedule section. However we already used that in Requirements. Might be better to put schedule info under Schedule section. But the instruction: "Prefer a few substantive sections over many thin ones." So we could combine schedule into Requirements or Qualifications. But we have a Pay section definitely (pay range). Benefits: relocation assistance mentioned. So we can have Benefits section. We need to avoid empty sections. Let's extract content. About the role: The paragraph about TDL role. Responsibilities: list all duties. We'll create a list: - Help Instructors to develop and deliver a signature experience in their Red Room classes through effective programming, inclusive music/playlisting, and consistently delivering an engaging, signature workout experience. - Coach Instructors on how to successfully build community through high levels of in/out of studio engagement with clients, including appropriately and effectively using social media to promote themselves as part of the Barry's team. - In partnership with Marketing, identify practical ways for Instructors to develop a brand-aligned social media presence and (personal) marketing strategy that is aligned with overall Barry’s marketing and branding strategy. - Partner with Instructors to create WOW programming that is aligned with Barry’s programming guidelines. - Address programming-related issues that are limiting an Instructor’s growth, development, and performance in the Red Room. - Attend a weekly meeting with the Director of Instructor Talent (DOIT) to provide feedback on Instructor performance, and areas of opportunity and address any Mission, Vision, Values (MVV) alignment issues. - In partnership with the DOIT, conduct one team-building event per quarter. - Execute any new programming guidelines, based on guidance from Talent Leadership. - Complete one WOW Experience Evaluation per week, followed by a formal 30-min follow-up meeting to provide feedback/coaching to ensure that: * All assigned Instructors who have less than 1 year of tenure are evaluated quarterly and; * All assigned Instructors who have more than 1 year of tenure are evaluated bi-annually. - Conduct 2-4 individual 30-minute informal touch base meetings per month with Instructors to support Instructor growth and development within the region/studio. - Ensure a WOW class is taught consistently by all Instructors in the region. - Participate in the schedule optimization process as requested. - Act as the first point of contact for interested instructor candidates in your respective region. - Actively develop and manage a pipeline of talent to ensure Barry’s always has best-in-market talent. This is incredibly important and requires that the TDL regularly take classes outside of Barry’s when we are actively recruiting in the region/studio. - Source at least 1 qualified candidate per month when the studio/region is actively recruiting for Instructors. - Partner with the Talent Leadership team to finalize and select candidates to become Barry’s Instructors, including participating in interviews, auditions, and test-out classes. - Lead new Instructor training in your region, delivering curriculum and providing consistent, clear, and direct brand feedback throughout the training program. - Manage the pre-training and post-training process to ensure proper support for new instructors in your region. - Own a schedule of a minimum of 15 regularly scheduled Red Room classes per week, which will be flexed (up/down) based on the size of the studio, class schedule, and needs of the business. - Conduct 1 Instructor team meeting per month to review team performance and provide training and other business-related follow-up and support. - Host a Barry's Bonding activity once per quarter. - Take 1 - 2 classes per week, rotating across studios and instructors to consistently provide timely performance-based feedback on programming and the WOW experience. - Work cross-functionally and communicate efficiently with the Director of Instructor Talent Management, Talent leadership, and studio management, attending required meetings as scheduled. - Always be the Best of Brand and an example of impeccable programming and brand standards in each class. - Mentor new Instructors by encouraging them to take your class, and provide follow-up support as necessary. - Embody Barry’s MVV and drive company culture across their region. - Teach an amazing, signature WOW EXPERIENCE Barry’s class. That's a lot but we need to preserve all substantive info. Could be long but okay. Qualifications: Minimum Requirements list. Let's list: - Availability for full-time work (40-hours per week) with a flexible schedule that includes weekend availability - Must hold and maintain Instructor or personal training certification; CPR certification; and experience leading group training or working as a personal trainer. - Excellent organizational and leadership abilities - Outstanding communication and people skills - Familiarity with MS Office, Google Suite and various business software - Be in the top 50% performance amongst peers - No MVV issues or disciplinary actions within last 12-months - Relevant experience teaching fitness with a proven track record of success at delivering - Minimum of 1 year tenure at Barry’s having taught at least 576 classes OR (for external candidates) Minimum of 2 years of relevant Group fitness teaching experience outside of Barry’s with a demonstrated track record of success - Proven leader in the regional fitness community - Meets all other requirements listed above (excluding Barry’s related criteria) We could combine some. Skills: Essential Skills & Abilities list: - Ability to work a full-time schedule of at least 40 hours per week, 5 days per week. - Ability to maintain regular, consistent, and reliable attendance in the workplace. - Ability to routinely and consistently sit, stand, bend, reach, lift, push, and pull 20 pounds, and to type, speak, read and write for as much as 8 hours per day, 5 days per week. - Ability to perform work on/using a telephone/computer for as much as 8 hours per day, 5 days per week. - Ability to read, speak, and write effectively communicate verbally in writing in English with coworkers/customers/ clients and/or vendors. - Ability to effectively lead and manage subordinate employees. - Ability to think creatively and be responsive on a timely basis to predictable and unpredictable workplace issues. - Ability to effectively work as part of a team. - Ability to understand, consider and assess the financial impact of decisions Pay: The Pay Range For This Role Is 30.21 - 37.50 USD per hour (Brentwood) Benefits: Relocation assistance is available for this position if you are currently based outside Brentwood. Schedule: Not explicitly separate; but we have schedule info in qualifications. Could create Schedule section referencing the flexibility and weekend availability. However we already have that in qualifications. To avoid duplication, maybe we keep schedule info under Qualifications and not create separate Schedule section. The instruction: "include a section ONLY when the posting has real, specific content for it". Since schedule info exists, we could create Schedule section with that content. But then we would duplicate content if we also keep it in Qualifications. Better to move schedule info to Schedule section and remove from Qualifications. However Qualifications also includes other items; we can keep schedule info there but also have Schedule section? That would duplicate. The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. Duplication is not prohibited explicitly, but they said remove duplicated lines. So we should avoid duplication. So we need to decide where to place schedule info. Since schedule is a distinct aspect, we could put it under Schedule section and not under Qualifications. Then Qualifications would lose that bullet. But we could keep schedule info under Schedule and not duplicate. Let's do that. Thus Qualifications will exclude the availability bullet. Now Benefits: relocation assistance. Now we need to output HTML fragment with headings and - for lists,
for prose.
We need to decide which content is prose vs list.
About the role: prose paragraph(s). Could be one
.
Responsibilities: list.
Qualifications: list.
Skills: list.
Benefits: maybe a
(relocation assistance).
Pay: maybe a
.
for prose. We need to decide which content is prose vs list. About the role: prose paragraph(s). Could be one
. Responsibilities: list. Qualifications: list. Skills: list. Benefits: maybe a
(relocation assistance). Pay: maybe a
.