Position Description:

The Manager, Education & Workforce Partnerships is responsible for developing and executing strategic talent pipeline programs that support the organization's long-term workforce needs. This position leads partnerships with universities, community colleges, technical schools, workforce boards, military transition programs, apprenticeship organizations, and community partners to create sustainable recruiting channels for professional, technical, manufacturing, and skilled trades talent.

This role serves as a strategic partner to Talent Acquisition, Learning & Development, Operations, and community stakeholders, driving initiatives such as internships, co-op programs, apprenticeships, veteran hiring, career pathway development, and workforce readiness programs. The Manager will play a critical role in supporting workforce expansion, succession planning, and employer-of-choice initiatives.

ESSENTIAL DUTIES:

Education Partnerships & University Relations
• Develop and maintain strategic partnerships with universities, colleges, community colleges, trade schools, and technical institutions.
• Serve as the primary relationship manager for educational institutions and career services organizations.
• Design and execute campus recruiting strategies aligned with organizational workforce plans.
• Coordinate and represent the organization at career fairs, workforce conferences, classroom presentations, networking events, and recruiting activities.
• Build strong relationships with faculty, department leaders, student organizations, veterans' offices, and academic leadership.
• Develop talent pipelines for engineering, manufacturing, operations, maintenance, EHS, supply chain, and corporate functions.
• Track and measure partnership effectiveness and hiring outcomes.

Internship, Co-op & Early Career Programs
• Design, implement, and manage internship, co-op, and early career development programs.
• Establish structured student experiences that support future full-time hiring needs.
• Partner with department leaders to identify meaningful projects and development opportunities for interns and co-op participants.
• Manage candidate recruitment, selection, onboarding, and conversion to full-time employment.
• Develop and track key program performance metrics including conversion rates, retention, and participant satisfaction.
• Build strong university talent communities to support future hiring needs.

Apprenticeship & Skilled Trades Workforce Development
• Develop and oversee apprenticeship and pre-apprenticeship programs supporting manufacturing and operational workforce needs.
• Build partnerships with community colleges, trade schools, workforce development agencies, and industry organizations.
• Create talent pathways for skilled trades positions including maintenance, machining, electrical, reliability, operations, and technical roles.
• Collaborate with Learning & Development and Operations to establish competency-based development and certification programs.
• Coordinate apprentice recruiting, onboarding, progression tracking, mentorship assignments, and program completion.
• Support development of career ladders and workforce advancement opportunities for frontline employees.
• Monitor apprenticeship effectiveness, retention, and workforce outcomes.

Veteran Recruiting & Military Partnerships
• Develop and execute veteran recruiting strategies to attract transitioning military members and veterans.
• Establish relationships with military bases, transition assistance programs, veteran organizations, and military spouse networks.
• Translate military experience into organizational career pathways and employment opportunities.
• Coordinate participation in military hiring events, career fairs, and veteran-focused recruiting initiatives.
• Develop programs supporting veteran onboarding, retention, and career development.
• Partner with hiring leaders to identify opportunities where military experience aligns with workforce needs.

Community & Workforce Partnerships
• Build strategic partnerships with workforce development boards, economic development organizations, chambers of commerce, nonprofit organizations, and community leaders.
• Represent the organization on workforce development councils, advisory boards, and educational committees.
• Identify grant opportunities and workforce funding initiatives that support talent pipeline development.
• Develop workforce readiness programs supporting local communities and future workforce needs.
• Strengthen the organization's reputation as an employer of choice through community engagement and outreach.

BASIC QUALIFICATIONS:
• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Education, Communications, Workforce Development, or a related field required.
• Master's degree preferred.
• 5+ years of experience in Talent Acquisition, University Relations, Workforce Development, Community Relations, Human Resources, or related disciplines.
• Experience managing college recruiting, internship programs, workforce development initiatives, or apprenticeship programs.
• Experience building external partnerships and collaborating with educational institutions and community organizations.
• Manufacturing, industrial, energy, mining, engineering, or skilled trades recruiting experience strongly preferred

DESIRED QUALITIES:
• Strong relationship-building and partnership development skills.
• Knowledge of workforce development and talent pipeline strategies.
• Understanding of apprenticeship models, internship programs, and skilled trades workforce development.
• Experience developing veteran recruiting initiatives and military talent programs.
• Strong project management and organizational skills.
• Excellent communication, presentation, and networking abilities.
• Ability to influence stakeholders across all organizational levels.
• Strong analytical and reporting capabilities.

SAFETY PROVISION

Employees are responsible for following all company, industry and regulatory procedures and laws to ensure a safe

work environment by oneself and for the company.

Employees should exude a willingness to promote safety among the workforce including participation in Process Hazard Analysis procedures and Pre-Startup Safety Reviews.

(PPE) Personal Protective Equipment is required when performing work in a mine, manufacturing, outdoor, or plant environment, including hard hat, hearing protection, safety glasses safety footwear and as needed, respirator, rubber steel-toe boots, protective clothing, gloves and any other protective equipment as required.

Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

WORKING CONDITIONS

Our magnetics facility at an elevation of 670 ft. Department of Labor Physical Demand Category Employees are subject to extreme weather conditions:
• Freezing winter weather
• Extreme summer heat

Work is in a mine or manufacturing plant setting, which may include exposure to moving mechanical parts, toxic chemicals, risk of electrical shock, explosives, fumes or airborne particles.

PHYSICAL DEMANDS

Manual dexterity; sense of touch; sense of smell; speaking clearly; hearing-speech range; hearing - all ranges; seeing, reading and comprehensions; seeing - distant/near; depth perception; color vision.

While performing the responsibilities of the Project Manager, the employee is required to talk and hear. The employee is often required to stand and use their hands and fingers, to handle or feel and to manipulate documentation. The employee is occasionally required to walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision. Employees must be able to lift 50lbs.