Overview

The Manager, Early Careers Program is responsible for designing, implementing, and scaling world‑class early talent programs that attract, develop, and retain high‑potential emerging professionals across global markets. This role manages the full lifecycle of early talent initiatives - including internships, co‑ops, graduate programs, rotational programs, and university engagement strategies - to build a strong, diverse pipeline of future leaders. The manager partners closely with Talent Acquisition, HR Business Partners, Talent Management, business leaders, and global university partners to drive an exceptional early career experience and measurable business impact. This position is a hybrid role requiring onsite Tuesday-Thursday.

Responsibilities

Program Strategy & Design

Develop and execute a global early career talent strategy aligned with workforce planning and long‑term leadership pipeline needs.
Design scalable internship, co‑op, apprenticeship, and rotational leadership development programs.
Create frameworks for consistent global program governance while adapting for local market needs and regulatory requirements.
Implement metrics, dashboards, and KPIs to measure program success, retention, diversity outcomes, and ROI.

Program Management & Operations

Lead annual program cycles including recruitment planning, selection, onboarding, development programming, performance management, and offboarding.
Manage rotational assignment design, matching processes, manager expectations, and participant development plans.
Deliver high-quality participant experiences through workshops, learning sessions, exposure opportunities, and leadership engagement.
Ensure compliance with global labor and internship/co‑op regulations.

University & External Partnerships

Build and maintain relationships with priority universities, research institutions, workforce development organizations, and early career networks.
Represent the company at global campus recruiting events, career fairs, and conferences.
Partner with academic and industry groups to strengthen employer brand awareness among early talent audiences.

Talent Acquisition Partnership

Collaborate with TA teams to develop sourcing strategies, marketing campaigns, and candidate engagement journeys tailored to early talent.
Support TA in developing assessment approaches aligned to competencies required for early career success.
Ensure a seamless transition from candidate to program participant.

Stakeholder & Leadership Engagement

Partner with leaders and HRBPs across functions to identify early talent needs and secure rotational assignments.
Coach managers on effective mentorship, performance management, and development best practices for early career talent.
Regularly communicate program outcomes, insights, and recommendations to senior leadership, including the C-suite.
Influence internal and external senior leaders in settings such as academia and government.

Learning & Development Integration

Work with L&D to curate and deliver training modules focused on foundational skills, leadership readiness, and technical development.
Continuously evaluate program feedback and evolve content to stay aligned with business needs.

Global Coordination & Cultural Competence

Maintain alignment across regions, ensuring consistency while honoring local cultural and operational differences.
Lead global communities of practice for early career program coordinators and hiring managers.
Benchmark global best practices and incorporate innovations from leading talent development programs.

Qualifications

Bachelors Degree in Human Resources, Business, Organizational Development, or related field, or equivalent experience.
10+ years of experience in early career program management, campus recruiting, talent management, or leadership development.
Proven success managing large-scale global talent programs.
Strong project management and operational excellence skills.
Ability to collaborate across multiple regions, cultures, and time zones.
Excellent communication, facilitation, and relationship‑building abilities.

Preferred

Experience in a multinational organization or matrixed environment.
Familiarity with rotational leadership development models.
Previous work with HR systems (Workday, SuccessFactors, etc.) and campus recruiting tools.
Background in designing learning journeys or development programs.

Company Description

Waters Corporation (NYSE:WAT) is a global leader in life sciences and diagnostics, dedicated to accelerating the benefits of pioneering science through analytical technologies, informatics, and service. With a focus on regulated, high-volume testing environments, our innovative portfolio harnesses deep scientific expertise across chemistry, physics, and biology. We collaborate with customers around the world to advance the release of effective, high-quality medicines, ensure the safety of food and water, and drive better patient outcomes by detecting diseases earlier, managing routine infections, and combating antibiotic resistance. Through a shared culture of relentless innovation, our passionate team of ~16,000 colleagues turn scientific challenges into breakthroughs that improve lives worldwide. Diversity and inclusion are fundamental to our core values at Waters Corporation. It benefits our employees, our products, our customers and our community. Waters complies with all applicable federal, state, and local laws. Qualified applicants are considered without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status, or any other characteristic protected by law. Waters is proud to be an equal opportunity workplace and is an affirmative action employer. All hiring decisions are based solely on qualifications, merit, and business needs at the time.