JOB FUNCTION / SUMMARY:The Manager, Early Career Programs is responsible for designing, implementing, and managing comprehensive early talent programs that attract, develop, and retain emerging professionals. This role oversees internship programs, post-graduate rotational programs, and entry-level talent pipelines, ensuring alignment with organizational workforce planning needs and long-term talent development goals. The manager partners closely with business leaders, HR, universities, and community partners to build a sustainable, diverse, and high-performing early talent pipeline.
ESSENTIAL DUTIES & RESPONSIBILITIES:- Develop and execute enterprise-wide early career talent programs to include internships and early career rotational programs aligned with organizational goals.
- Manage end-to-end program cycles, including recruitment, onboarding, development, performance evaluation, and offboarding.
- Create and deliver program curriculum such as workshops, cohort experiences, leadership exposure opportunities, and developmental coaching.
- Establish success metrics and accountability frameworks for continuous process improvement.
- Monitor and report on program effectiveness through metrics, participant feedback, and business outcomes; implement enhancements as needed.
- Collaborate with Talent Acquisition to build strong early talent pipelines and campus recruitment strategies.
- Develop and maintain partnerships with universities, technical schools, community organizations, and professional development programs.
- Represent the organization at campus events, career fairs, and external early-career networks.
- Train and support managers who host early-career talent, ensuring clarity in expectations and coaching best practices.
- Integrate inclusion and belonging principles into all aspects of early career programming and outreach.
MINIMUM REQUIRED EDUCATION, EXPERIENCE & KNOWLEDGE:- Bachelor's degree or equivalent combination of education and experience required.
- Advanced degree preferred.
- 6 years of experience in human resources, talent development or diversity & inclusion.
- Experience supporting or partnering with campus recruitment strategies and university relations preferred.
- Proven experience in designing, implementing and managing inclusion, leadership, or talent development initiatives that drive measurable impact.
- Experience leading programs that drive associate growth, retention and engagement.
- Demonstrated ability to drive enterprise-wide initiatives and build strategic partnerships with internal and external stakeholders to strengthen diverse talent pipelines.
- Experience establishing KPIs, analyzing data, and reporting results to executives.
- Strong communication, facilitation, and influencing skills to engage leaders and teams enterprise wide.
ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS:- Ability to travel if required to perform the essential job functions.
- Ability to work under stress and meet deadlines.
- Ability to operate related equipment to perform the essential job functions.
- Ability to read and interpret a document if required to perform the essential job functions.
- Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an "undue hardship" then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.
