Overview
Skills
Job Details
Title: Talent Development Coordinator (Internship/Early Career Programs) - Onsite
Mandatory skills:
Early Career Program Coordination,
Program Management,
Microsoft Office Suite, Word, Excel, PowerPoint,
HR, human resources, talent development,
Career Development, career guidance, career support,
HR software, HR tools, HR functions, Workday,
internship programs, graduate recruitment, early career development,
leadership development program, organizational management, project management,
Mentorship, mentorship programs, talent pool, tailored orientation programs, mentorship coordination,
Resource Allocation, Program Evaluation, Program Improvement, Workshops, Networking events, Diversity, Inclusion,
early career onboarding, early career offboarding, interns, employee relations, performance management, continuous training programs,
implement, communication, design, orientation, integration, interviews, feedback
Description:
Early Career Program Coordinator
Duties:
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.
Skills:
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).
Education:
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.
VIVA USA is an equal opportunity employer and is committed to maintaining a professional working environment that is free from discrimination and unlawful harassment. The Management, contractors, and staff of VIVA USA shall respect others without regard to race, sex, religion, age, color, creed, national or ethnic origin, physical, mental or sensory disability, marital status, sexual orientation, or status as a Vietnam-era, recently separated veteran, Active war time or campaign badge veteran, Armed forces service medal veteran, or disabled veteran. Please contact us at for any complaints, comments and suggestions.
Contact Details :
VIVA USA INC.
3601 Algonquin Road, Suite 425
Rolling Meadows, IL 60008