Workforce Development & Talent Acquisition Human Resources Business Partner
for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate like How to Apply etc. Also remove navigation etc. So we drop "How to Apply:" and application instructions.
We need to include all content from job overview, responsibilities, qualifications, preferred qualifications, ideal candidate, general work conditions.
We must not create sections with filler like "commensurate with experience". Not present.
Let's extract content.
Job Overview paragraph(s): "TDOT’s Workforce Development & Talent Acquisition Human Resources Business Partner (HRBP) will lead, mentor, and develop the Workforce Development and Talent Acquisition Team through guidance, communication, and collaboration. This position will implement work plans that align with the Human Resources Division’s strategic vision while assigning work, providing oversight and direction, and ensuring team members have the guidance and resources needed to be successful. Working in a matrix organization, the Workforce Development & Talent Acquisition HRBP will oversee statewide workforce development programs and talent acquisition services that support TDOT’s current and anticipated staffing, talent pipeline, and workforce readiness needs. This position reports to the People and Talent Development Manager. This position will develop and communicate policies, program frameworks, methodologies, tools, resources, procedures, and guidance for statewide workforce development and talent acquisition programs and services. The Workforce Development & Talent Acquisition HRBP will provide direction and expertise in recruitment planning, sourcing, outreach, selection support, and recruitment technology. The position will also provide direction and expertise in the design and delivery of mentorship, Graduate Transportation Engineer (GTE), internship, co-op, apprenticeship, and related workforce development programs. This position will establish and monitor employee performance plans, program and service schedules, performance measures, and expected outcomes. The HRBP will also research and pilot national best practices that improve the quality, efficiency, and effectiveness of TDOT’s workforce development and talent acquisition services."
That's the overview.
Responsibilities: list of bullet points under "Essential Job Responsibilities". We need to convert each sentence into
- . Let's extract each bullet:
- Provide direction and oversight to the Workforce Development and Talent Acquisition Team in delivering statewide recruitment services and workforce development programs.
- Assign and monitor work across recruitment, candidate outreach, selection support, and hiring documentation, as well as across mentorship, early-career, and workforce pipeline initiatives.
- Provide additional oversight of executive, technical, professional, and difficult-to-fill recruitment and complex or high-risk workforce development matters.
- Address unanticipated challenges and adjust team priorities to meet TDOT’s staffing, talent pipeline, and workforce readiness needs.
- Integrate quality management standards into Workforce Development and Talent Acquisition work products, programs, processes, and services to ensure compliance with established Quality Assurance guidelines.
- Monitor recruitment services and workforce development programs for accuracy, timeliness, consistency, and effectiveness, and address identified performance, training, resource, or technology needs.
- Manage change, clarify the vision, take ownership of the change, communicate effectively, remain transparent, and hold self and others accountable throughout the process.
- Collaborate with statewide HR staff, hiring managers, division leadership, subject matter experts, and internal and external partners to use workforce planning information, succession risks, capability needs, and talent gaps to establish recruitment and workforce development priorities.
- Translate those priorities into candidate pipelines and workforce programs that support current and anticipated workforce needs.
- Provide consistent service to applicants, candidates, program participants, and partners by exercising effective listening skills, providing timely and accurate responses, maintaining complete documentation, and communicating requirements clearly.
- Develop and oversee statewide workforce development, university recruitment, and employer outreach strategies that build candidate pipelines for engineering, technical, professional, and difficult-to-fill positions.
- Design, govern, and coordinate mentorship, Graduate Transportation Engineer (GTE), internship, co-op, apprenticeship, and related workforce development programs.
- Establish program frameworks, workflows, and evaluation models that support scalable, consistent, and sustainable implementation across regions and divisions.
- Guide the development and implementation of Workforce Development and Talent Acquisition policies, manuals, procedures, standards, guidelines, tools, documentation requirements, and performance measures.
- Oversee complex or high-risk matters, including executive searches, difficult-to-fill positions, applicant or participant concerns, selection-process issues, program eligibility questions, and other matters requiring additional review or guidance.
- Review program and recruitment documents and reports, identify compliance and service-delivery risks, and recommend appropriate actions.
- Research and implement national best practices related to workforce development and talent acquisition programs, processes, and procedures.
- Review recruitment activity, applicant sources, time-to-fill, program participation, completion, stakeholder feedback, and other available data to evaluate outcomes and identify improvements.
- Collaborate with the Information Technology Division to support applicant tracking and program management systems, data accuracy, reporting, and compliance with applicable federal and state requirements and TDOT policies and procedures.
- Participate in peer exchanges with state and local governments, academic institutions, and industry partners to share best practices and lessons learned.
- Manage assigned Workforce Development and Talent Acquisition contracts, vendors, and external partners by developing or assisting with scopes of work and contract documents, coordinating deliverables, reviewing invoices and supporting documentation, monitoring vendor performance, and overseeing the delivery of procured products and services.
- Manage assigned Workforce Development and Talent Acquisition resources, staff utilization, and budget allocations to support approved programs, activities, and services.
- Establish and communicate performance goals and measures for the Workforce Development and Talent Acquisition Team.
- Assign and monitor work, provide ongoing feedback and coaching, complete timely performance evaluations, and ensure expected outcomes, performance, and accountability while fostering a fair, consistent, and professional work environment.
- Ensure Workforce Development and Talent Acquisition work products, programs, and services are consistent, predictable, and repeatable to support high levels of achievement, mitigate risk, and establish a record of success.
- Monitor recruitment and workforce development results, identify process or service-delivery issues, and implement improvements that support TDOT’s staffing, talent pipeline, and workforce goals.
That's many.
Qualifications: "Bachelor’s degree5 years of combined demonstrated competency in Human Resources or a related field, including experience developing, implementing, and overseeing workforce development and talent acquisition programs, processes, or services". Note missing space after degree? It's "Bachelor’s degree5 years". We'll keep as is.
Preferred Qualifications: list bullet points:
- Society for Human Resource Management (SHRM) Certified Professional
- Human Resource Certification Institute (HRCI) Professional in Human Resources or Senior Professional in Human Resources credential
- At least 5 years of broad workforce development and talent acquisition experience, including experience recruiting for engineering, technical, professional, and difficult-to-fill positions and developing or overseeing mentorship, internship, co-op, apprenticeship, or related talent pipeline programs
- At least 3 years of leading people
Ideal Candidate: paragraph describing traits.
General Work Conditions: "This position has a hybrid work schedule of three days in the office and two days working from homeThis position will require travel including overnight". Note missing space between home and This. We'll keep as is but maybe add space? We must preserve content exactly; but we can keep as is. It's a sentence: "This position has a hybrid work schedule of three days in the office and two days working from homeThis position will require travel including overnight". We'll output as is.
Now we need to decide sections.
About the role: use the job overview paragraph(s). Could be multiple paragraphs but we can combine into one
.
Responsibilities:
- each.
Qualifications: we have base qualifications and preferred qualifications. Could combine into one section "Qualifications" with both base and preferred as list? But base is not a list; it's a sentence. Could put base as
and preferred as
. Or we could separate into "Qualifications" and "Preferred Qualifications". The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It lists Qualifications as a heading; Preferred Qualifications not listed but could be under Qualifications. We'll put both under Qualifications heading, with base as and preferred as
.
Skills: Ideal Candidate could be Skills heading.
Schedule: General Work Conditions includes hybrid schedule and travel. That fits Schedule heading.
We must not include Benefits or Pay.
Now produce HTML fragment.
We need to ensure we only output HTML, no markdown.
Let's craft:
About the role
TDOT’s Workforce Development & Talent Acquisition Human Resources Business Partner (HRBP) will lead, mentor, and develop the Workforce Development and Talent Acquisition Team through guidance, communication, and collaboration. This position will implement work plans that align with the Human Resources Division’s strategic vision while assigning work, providing oversight and direction, and ensuring team members have the guidance and resources needed to be successful. Working in a matrix organization, the Workforce Development & Talent Acquisition HRBP will oversee statewide workforce development programs and talent acquisition services that support TDOT’s current and anticipated staffing, talent pipeline, and workforce readiness needs. This position reports to the People and Talent Development Manager. This position will develop and communicate policies, program frameworks, methodologies, tools, resources, procedures, and guidance for statewide workforce development and talent acquisition programs and services. The Workforce Development & Talent Acquisition HRBP will provide direction and expertise in recruitment planning, sourcing, outreach, selection support, and recruitment technology. The position will also provide direction and expertise in the design and delivery of mentorship, Graduate Transportation Engineer (GTE), internship, co-op, apprenticeship, and related workforce development programs. This position will establish and monitor employee performance plans, program and service schedules, performance measures, and expected outcomes. The HRBP will also research and pilot national best practices that improve the quality, efficiency, and effectiveness of TDOT’s workforce development and talent acquisition services.
Responsibilities
- Provide direction and oversight to the Workforce Development and Talent Acquisition Team in delivering statewide recruitment services and workforce development programs.
- Assign and monitor work across recruitment, candidate outreach, selection support, and hiring documentation, as well as across mentorship, early-career, and workforce pipeline initiatives.
- Provide additional oversight of executive, technical, professional, and difficult-to-fill recruitment and complex or high-risk workforce development matters.
- Address unanticipated challenges and adjust team priorities to meet TDOT’s staffing, talent pipeline, and workforce readiness needs.
- Integrate quality management standards into Workforce Development and Talent Acquisition work products, programs, processes, and services to ensure compliance with established Quality Assurance guidelines.
- Monitor recruitment services and workforce development programs for accuracy, timeliness, consistency, and effectiveness, and address identified performance, training, resource, or technology needs.
- Manage change, clarify the vision, take ownership of the change, communicate effectively, remain transparent, and hold self and others accountable throughout the process.
- Collaborate with statewide HR staff, hiring managers, division leadership, subject matter experts, and internal and external partners to use workforce planning information, succession risks, capability needs, and talent gaps to establish recruitment and workforce development priorities.
- Translate those priorities into candidate pipelines and workforce programs that support current and anticipated workforce needs.
- Provide consistent service to applicants,
for prose. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate like How to Apply etc. Also remove navigation etc. So we drop "How to Apply:" and application instructions. We need to include all content from job overview, responsibilities, qualifications, preferred qualifications, ideal candidate, general work conditions. We must not create sections with filler like "commensurate with experience". Not present. Let's extract content. Job Overview paragraph(s): "TDOT’s Workforce Development & Talent Acquisition Human Resources Business Partner (HRBP) will lead, mentor, and develop the Workforce Development and Talent Acquisition Team through guidance, communication, and collaboration. This position will implement work plans that align with the Human Resources Division’s strategic vision while assigning work, providing oversight and direction, and ensuring team members have the guidance and resources needed to be successful. Working in a matrix organization, the Workforce Development & Talent Acquisition HRBP will oversee statewide workforce development programs and talent acquisition services that support TDOT’s current and anticipated staffing, talent pipeline, and workforce readiness needs. This position reports to the People and Talent Development Manager. This position will develop and communicate policies, program frameworks, methodologies, tools, resources, procedures, and guidance for statewide workforce development and talent acquisition programs and services. The Workforce Development & Talent Acquisition HRBP will provide direction and expertise in recruitment planning, sourcing, outreach, selection support, and recruitment technology. The position will also provide direction and expertise in the design and delivery of mentorship, Graduate Transportation Engineer (GTE), internship, co-op, apprenticeship, and related workforce development programs. This position will establish and monitor employee performance plans, program and service schedules, performance measures, and expected outcomes. The HRBP will also research and pilot national best practices that improve the quality, efficiency, and effectiveness of TDOT’s workforce development and talent acquisition services." That's the overview. Responsibilities: list of bullet points under "Essential Job Responsibilities". We need to convert each sentence into
. Responsibilities:
- each.
Qualifications: we have base qualifications and preferred qualifications. Could combine into one section "Qualifications" with both base and preferred as list? But base is not a list; it's a sentence. Could put base as
and preferred as
- . Or we could separate into "Qualifications" and "Preferred Qualifications". The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It lists Qualifications as a heading; Preferred Qualifications not listed but could be under Qualifications. We'll put both under Qualifications heading, with base as
- Provide direction and oversight to the Workforce Development and Talent Acquisition Team in delivering statewide recruitment services and workforce development programs.
- Assign and monitor work across recruitment, candidate outreach, selection support, and hiring documentation, as well as across mentorship, early-career, and workforce pipeline initiatives.
- Provide additional oversight of executive, technical, professional, and difficult-to-fill recruitment and complex or high-risk workforce development matters.
- Address unanticipated challenges and adjust team priorities to meet TDOT’s staffing, talent pipeline, and workforce readiness needs.
- Integrate quality management standards into Workforce Development and Talent Acquisition work products, programs, processes, and services to ensure compliance with established Quality Assurance guidelines.
- Monitor recruitment services and workforce development programs for accuracy, timeliness, consistency, and effectiveness, and address identified performance, training, resource, or technology needs.
- Manage change, clarify the vision, take ownership of the change, communicate effectively, remain transparent, and hold self and others accountable throughout the process.
- Collaborate with statewide HR staff, hiring managers, division leadership, subject matter experts, and internal and external partners to use workforce planning information, succession risks, capability needs, and talent gaps to establish recruitment and workforce development priorities.
- Translate those priorities into candidate pipelines and workforce programs that support current and anticipated workforce needs.
- Provide consistent service to applicants,
and preferred as
- .
Skills: Ideal Candidate could be Skills heading.
Schedule: General Work Conditions includes hybrid schedule and travel. That fits Schedule heading.
We must not include Benefits or Pay.
Now produce HTML fragment.
We need to ensure we only output HTML, no markdown.
Let's craft:
About the role
TDOT’s Workforce Development & Talent Acquisition Human Resources Business Partner (HRBP) will lead, mentor, and develop the Workforce Development and Talent Acquisition Team through guidance, communication, and collaboration. This position will implement work plans that align with the Human Resources Division’s strategic vision while assigning work, providing oversight and direction, and ensuring team members have the guidance and resources needed to be successful. Working in a matrix organization, the Workforce Development & Talent Acquisition HRBP will oversee statewide workforce development programs and talent acquisition services that support TDOT’s current and anticipated staffing, talent pipeline, and workforce readiness needs. This position reports to the People and Talent Development Manager. This position will develop and communicate policies, program frameworks, methodologies, tools, resources, procedures, and guidance for statewide workforce development and talent acquisition programs and services. The Workforce Development & Talent Acquisition HRBP will provide direction and expertise in recruitment planning, sourcing, outreach, selection support, and recruitment technology. The position will also provide direction and expertise in the design and delivery of mentorship, Graduate Transportation Engineer (GTE), internship, co-op, apprenticeship, and related workforce development programs. This position will establish and monitor employee performance plans, program and service schedules, performance measures, and expected outcomes. The HRBP will also research and pilot national best practices that improve the quality, efficiency, and effectiveness of TDOT’s workforce development and talent acquisition services.
Responsibilities