Early Career Program Coordinator

Description: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.  Location: Marsh Hill Road, Orange CT – (In person 5 day a week) Manager's Note:A coordinator to support the Early Career Program—ideally with skills similar to those in development and training roles. This person should have strong organizational skills, be data-driven, and capable of managing multiple tasks simultaneously, with proactive profile. They must also excel at supporting a large number of employees, as this role will serve as the main point of contact for all Early Career participants and their managers (escalating issues to me or the PM when necessary). Responsibilities include keeping all databases updated and handling the preparation and execution of both in-person and virtual events for all Early Career participants. 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). Keywords: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.Company DescriptionSystemart is in business for 25 years and recently awarded as Best Staffing Firm to work for in 2025.

Salary : $45