The Wholesale Early Careers Program Manager for the Payments early career program is aligned to Treasury Sales, Innovation and Digital Solutions, Strategy and Execution, product, sales, and client coverage teams. The role serves as the primary business partner for the program and is accountable for understanding Payments products, client needs, commercial priorities, and talent requirements, then translating those priorities into a focused program strategy and participant experience. This role requires a business leader mindset and a strong understanding of how Payments businesses deliver solutions to clients through product, platform, sales, and coverage capabilities. The Program Manager will advise senior leaders and lead a single-cohort experience that builds foundational knowledge, commercial acumen, and readiness for Payments roles. LOCATION: Open to candidates within the Truist footprint. Truist in office requirement is 5 days per week. No full remote or relocation assistance available at this time. Essential Duties and Responsibilities Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time. Program Leadership & Business Alignment • Own the Payments program as a single-cohort experience aligned to Treasury Sales, product, Innovation and Digital Solutions, Strategy and Execution, and client coverage teams. • Build a cohesive curriculum spanning Payments foundations, products and economics, credit, risk, platform capabilities, sales, pitching, and an applied capstone. • Partner with product, sales, strategy, risk, and business leaders to keep content current and connected to client needs and commercial priorities. • Create meaningful business exposure that helps participants understand the relationship among products, platforms, client challenges, sales execution, and risk management. • Ensure the program develops a pipeline for sales, product, platform, strategy, and client-facing talent needs within Payments. Business Ownership & Program Strategy • Develop a deep understanding of the aligned Wholesale businesses, including strategy, clients, products, revenue drivers, market context, risk environment, operating model, workforce needs, and technical capability requirements. • Own the strategy, design, delivery, and outcomes of the assigned early career program. • Translate business and workforce priorities into the program model, annual plan, participant experience, development approach, and measures of success. • Ensure program decisions remain grounded in business needs, role expectations, client impact, and the capabilities required for long-term talent success. • Use business judgment and data to prioritize work, make recommendations, and adapt the program as strategy, markets, or workforce needs evolve. Senior Leader & Stakeholder Management • Serve as the primary point of contact and trusted advisor to senior leaders, managers, Recruiting, and program stakeholders within the aligned businesses. • Build credibility through strong business knowledge, command of the program, responsiveness, and a consistent focus on the business client. • Lead program reviews and decision discussions with clear recommendations, tradeoffs, risks, ownership, and required actions. • Influence across levels and functions without formal authority, reconcile competing priorities, and drive stakeholders toward decisions and execution. • Navigate complex or sensitive matters with maturity, discretion, sound judgment, and appropriate escalation. Talent Pipeline & Business Readiness • Own end-to-end program execution across recruiting alignment, onboarding, training, rotations, performance milestones, conversion, placement, promotion readiness, and ongoing development. • Partner with business leaders and subject matter experts to define the technical knowledge, business judgment, client capabilities, and performance expectations required for each role. • Design business-relevant experiences that prepare participants for the actual work, stakeholder demands, and client context of the aligned businesses. • Advise leaders on talent pipeline needs, program structure, participant readiness, manager engagement, and workforce implications. • Move priorities from concept to execution with speed, rigor, clear accountability, and strong risk management. Performance, Analytics & Continuous Improvement • Establish measures that provide visibility into program execution, participant outcomes, readiness, conversion, retention, stakeholder experience, and business impact. • Analyze quantitative and qualitative data to identify risks, evaluate effectiveness, and recommend actions. • Develop executive-ready dashboards and business reviews that connect program results to talent, workforce, and business priorities. • Identify barriers, resolve issues, strengthen processes, and continuously improve the program while maintaining appropriate governance and controls. Qualifications The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Required Qualifications • Bachelor's degree. • Five or more years of management experience with a financial services firm, including at least two to three years of campus recruiting and talent development experience. • Ability to develop strong relationships with teammates at all levels. • Ability to work under pressure and interact with senior leaders. • Excellent communication skills and strong team orientation. Preferred • Direct experience supporting Payments, Treasury Management, product, sales, digital solutions, strategy, or client coverage businesses. • Knowledge of Payments products, economics, platforms, client needs, risk considerations, or sales processes. • Experience managing an internship, analyst, rotational, product, sales, or talent pipeline program. • Experience developing business-relevant curricula, capstones, dashboards, and executive decision materials. The annual base salary for this position is $150,000 - $210,000. General Description of Available Benefits for Eligible Employees of Truist Financial Corporation: All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist's generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist's defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.