Early Career Lead

As the Early Career Lead, you will report to the Director, Talent Attraction and be responsible for delivering on the strategy, tools, processes, and execution of our Early Career talent pipelines across Global Infrastructure (TYLin, Introba & Landrum and Brown)- (GI). This role involves the end-to-end deployment of an existing program throughout North America designed to attract, select, and nurture emerging talent. Key elements include defining campus engagement and recruitment programs targeting multiple institutions across North America to align with business imperatives in a multi-sector consulting environment.

Your objective will be to broaden and deepen our connectivity to a range of institutions to attract top students aligned with workforce needs, providing them with meaningful intern experiences, and facilitate their transition to permanent employees, ensuring continued growth and development.

• Collaborate with business leaders, Talent Acquisition, Social Impact teams, Human Resources, and Early Career Professional (ECP) groups to refine and implement the strategic framework that attracts, engages, and inspires ECP talent.
• Assist in the development of the program to assess, forecast, and meet future workforce needs across the Americas region.
• Improve and refine existing campus programs, content, and engagement strategies that align with business objectives and organizational values.
• Continue to build and broaden key partnerships with universities and colleges to develop a sustainable talent pipeline.
• Integrate ECP initiatives with broader workforce and resource planning efforts in collaboration with HR, Centers of Excellence (COEs), and Shared Services teams.
• Design and implement dashboards, metrics, and analytics to measure program success, support Social Impact goals, and evaluate cost efficiency.
• Assist in the development of an Early Career Development Program (ECDP) to support new employees in the early stages of their Career with GI.
• Explore collaboration opportunities with other companies within the Sidara global network to enhance ECP and campus recruitment initiatives.

• Around 5 years of experience in delivering and improving Campus Recruiting and Campus Programs.
• A proactive mindset with enthusiasm, humility, resilience, and a passion for making an impact.
• A strong commitment to collaboration, innovation, integrity, and customer focus.
• Proven ability to drive strategy and initiatives with measurable impact.
• A deep understanding of workforce planning, talent pipelines, employer branding, and campus recruitment.
• Insights into the needs and mindset of Early Career professionals, with strategies to effectively support them.
• Strong business acumen with the ability to develop compelling business cases and drive change through excellent presentation and communication skills.
• Experience launching and managing strategic programs in a matrix organization with multiple stakeholders.
• Knowledge of both Canadian and U.S. markets.
• Proficiency in key technologies, including PowerPoint, Excel, Visio, Applicant Tracking Systems (ATS), Handshake, Learning Management Systems (LMS), and HRIS platforms.
• A client-first approach, consistently delivering effective solutions.
• A drive for innovation, continuously seeking new ways to solve challenges.
• High ethical standards, always prioritizing fairness, integrity, and sustainability.
• Experience working in diverse, inclusive teams committed to technical excellence.

• The opportunity to own the development and enhancement of a well-received program that makes a lasting impact on our business.
• A collaborative, high-performing culture alongside experienced HR and talent professionals.
• The chance to be part of an award-winning, growth-focused company with a strong reputation and an innovation-driven culture.
• Direct access to leadership, allowing you to influence change and drive strategic initiatives.
• Support from a leader who values strengths-based coaching, mentoring, and an open-door approach—backed by a history of driving high engagement.

• This is as much about finding the right fit for you as it is about finding the right person for us—expect a two-way conversation.
• Every application is reviewed by a real person. We encourage you to include a high-level summary of a strategic program you’ve launched—we’ll read it!
• Candidates will engage with multiple stakeholders and team members to ensure a well-informed decision for both sides.

• We prioritize finding the right mutual fit over rigid salary bands. Compensation will be market-driven and aligned with our total rewards philosophy.