Manager, Early Career Programs

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.

• 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.

• 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.

• 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.