Early Careers Talent Manager

About the role

We are seeking an Early Careers Talent Manager to join our North America Talent & Learning team. Based in our Nutley, NJ office, this role will lead strategy and delivery for Interns and Grad Rotational Programs—owning campus partnerships, assessment & selection, onboarding, and program operations. You’ll drive brand presence, conversion, and retention, partnering closely with HR and senior business leaders across Marketing, Sales, R&D, Finance, Supply, and more. The ideal candidate is a proactive, detail-oriented Talent/HR professional with a strong background in talent acquisition, university recruitment, project management, and cross-functional collaboration, with a passion for people, relationships, and early talent development.

Your responsibilities

Strategy & Program Leadership: 

• Lead the North America Early Careers strategy across interns, and graduate rotational programs. 
• Define program architecture for rotational programs yearly, in alignment with business need and direction (e.g., duration, placements, locations, learning curriculum, assessment points, and graduation criteria).
• Establish yearly operating plans and calendars covering attraction, assessment, selection, onboarding, training, events, performance checkpoints, and conversion.

Recruitment & Employer Branding

• Own the campus/channel portfolio and events plan (target schools, diversity partners, professional associations, virtual events).
• Act as lead employer brand ambassador; collaborate with Communications/Brand on social, digital, and content to drive impressions, applications, and offer acceptance.
• Partner with career centers, professors, student orgs, and national networks to broaden reach and equity in hiring.

Assessment, Selection & Hiring Operations

• Ensure high quality, fast, and fair processes from requisition to offer.  Ensure high quality interview days/assessment centers, hiring manager enablement, offers, and preboarding.
• Implement validated assessments and structured interviewing; train assessors; ensure consistency and mitigation of bias.

Program Management, Onboarding & Experience

• Orchestrate intern and graduate orientation, learning agendas, case competitions, mentorship, and community-building.
• Manage rotational assignments in partnership with HRBPs and functional leaders.
• Enable high-quality performance and potential assessment through structured checkpoints, manager enablement, and development-focused conversations that support strong conversion and career outcomes.
• Deliver high impact events (e.g., assessment days, immersion weeks, leadership panels, graduation ceremonies, alumni engagement).

Stakeholder & Vendor Management

• Serve as the central point of contact for HRBPs, hiring managers, and leaders, influencing decisions with data and market insights.
• Lead vendor relationships (core schools, assessment providers, event platforms, diversity partners); own contract reviews and records.

Leadership/Learning: 

• Design and continuously evolve our graduate leadership and learning offerings for interns and graduates to build the skills, mindsets, and capabilities needed for our future leadership pipeline.

Data, Insights, Compliance & Continuous Improvement: 

• Analyze key metrics and KPIs to ensure the continuous improvement of our Early Careers talent programs. 

Budget Ownership: 

• Own and optimize the annual Early Careers budget; ensuring ROI of events, media, partners, and programs; reallocate to top performing channels.

The experience we're looking for

• Bachelor’s degree in Human Resources, Business, or related field.
• Strong project/program management, event management, stakeholder influence, and communication skills.
• Experience in corporate recruitment or managing talent programs.
• Hands on experience managing Interns and Graduate rotational programs preferred.
• Demonstrated experience with diverse recruiting and partnerships (e.g., HBCUs and mission aligned organizations) preferred.
• Advanced proficiency with Microsoft 365 and ATS/HRIS.
• Willingness to travel 25–40% during peak recruiting seasons.
• Familiarity with US/Canada compliance (EEO/OFCCP, pay transparency, background checks, immigration basics).

The skills for success

Talent sourcing, Candidate experience, Courageous leadership, Data and Analytics, Execute plans, Talent assessment, Talent selection, Talent acquisition, Recruitment, Data and Analytics, Diversity and inclusion, Strategic mindset, Commercial accumen, Courageous leadership.