What are the responsibilities and job description for the Early Career Program Coordinator position at Global Technical Talent, an Inc. 5000 Company?
Job Title: Early Career Program Coordinator
Contract Duration: 7 Months
Pay rate up to $44.78/hr
Location: Orange, CT
Job Description
Requirements:
About The Company
Contract Duration: 7 Months
Pay rate up to $44.78/hr
Location: Orange, CT
Job Description
- Develop and Manage Internship Programs: Design and implement structured internship programs. Coordinate placements and monitor intern progress.
- Onboarding and Integration: Facilitate onboarding and deliver orientation programs. Provide ongoing support for new hires.
- Program Evaluation and Improvement: Assess program effectiveness and implement improvements. Stay updated on industry trends and best practices.
- Mentorship and Career Development: Establish mentorship programs and provide career guidance. Organize workshops and networking events.
- Diversity and Inclusion: Promote diversity and inclusion within programs. Implement strategies to attract and retain diverse talent.
- The seasonal need for an Early Career Coordinator arises due to the cyclical nature of onboarding and offboarding early career employees, such as interns and graduate hires.
- During peak periods, typically aligned with academic calendars, there is a significant influx of new interns and graduates joining the company. This requires intensive coordination to ensure a smooth onboarding process, including orientation, training, and integration into their respective roles.
- Conversely, at the end of these programs, there is a corresponding need to manage the offboarding process, which includes conducting exit interviews, gathering feedback, and ensuring a seamless transition for those moving on to other opportunities.
- Additionally, during these peak periods, there is an increased demand for support in evaluating program effectiveness, identifying areas for improvement, and planning for future recruitment cycles.
- The seasonal demand for onboarding and offboarding early career employees, such as interns and graduate hires, presents a unique challenge that cannot be adequately addressed by existing internal resources.
- Here are the key reasons:
- Resource Allocation: Internal HR and talent development teams are already operating at full capacity, managing ongoing responsibilities such as employee relations, performance management, and continuous training programs.
- Adding the seasonal influx of early career onboarding and offboarding would stretch these resources too thin, potentially impacting the quality of support provided to all employees.
- Specialized Focus: The onboarding and offboarding of early career employees require a specialized focus and dedicated attention to ensure a smooth transition and positive experience. This includes tailored orientation programs, mentorship coordination, and continuous support, which are distinct from the regular HR functions.
Requirements:
- Required Education: Bachelor's Degree in Human Resources, Business Administration, Education, or a related field is preferred
- Required Experience: Human Resources or Talent Development: Minimum of 3-5 years of experience in human resources, talent development, or a related field.
- Experience in managing internship programs, graduate recruitment, or early career development initiatives.
- Program Management: Proven experience in designing, implementing, and managing structured programs, such as internships or leadership development programs.
- Strong organizational and project management skills.
- Mentorship and Career Development: Experience in establishing and managing mentorship programs. Ability to provide career guidance and support for early career employees.
- Diversity and Inclusion: Demonstrated commitment to promoting diversity and inclusion within programs. Experience in implementing strategies to attract and retain a diverse talent pool.
- Communication and Interpersonal Skills: Excellent verbal and written communication skills. Strong interpersonal skills with the ability to build relationships with stakeholders at all levels.
- Technical Proficiency: Proficiency in using HR software and tools, such as Workday or similar systems. Strong skills in Microsoft Office Suite (Word, Excel, PowerPoint).
About The Company
- Our client is a leading sustainable energy company with a footprint in 24 states and $40 billion in assets. They serve 3.3 million electric and natural gas customers in the Northeast and have a diverse renewable energy portfolio. The company is committed to ethical business practices and has been named one of the World's Most Ethical Companies for three consecutive years. They are also a leader in the growing U.S. offshore wind industry and invest in charitable organizations in the communities they serve.
Salary : $45
