Manager - Early Career

Qiddiya Investment Company; Riyadh; Vor Ort; SAR 400.000 - 600.000; Vollzeit

Zusammenfassung

Qiddiya is seeking an experienced leader to design and drive the organization’s Early Career strategy, including graduate and internship programs. You will partner with HR Business Partners, Talent Acquisition and L&D to create structured development pathways, onboarding, mentorship, and career progression.

You will oversee end-to-end program management, monitor progress, and ensure a high-quality participant experience that delivers measurable business outcomes.

Qualifikationen

• Bachelor's degree in HR, Business Admin, Organizational Psychology, Education, Learning & Development or related discipline.
• Master's degree is advantageous.
• Professional qualifications such as CIPD, SHRM, HRCI, coaching, assessment, or talent development certifications are advantageous.
• Typically 8+ years of relevant HR/Talent experience, with meaningful exposure to Early Careers, Talent Management, Learning & Development, Leadership Development, or Graduate Programs.

Aufgaben

• Lead the design, implementation and continuous improvement of the Early Career strategy and programs.
• Oversee graduate, internship and other early-career development initiatives from design through onboarding, development, assessment, progression and completion.
• Work with business leaders, HRBPs, Talent Acquisition, L&D and external partners to build capable talent pipelines.
• Ensure high-quality participant experience while delivering measurable business and talent outcomes.
• Establish governance, standards, policies and operating procedures for programs.
• Partner with universities and external providers to manage relationships and external development providers.

Kenntnisse

HR strategy

Talent management

Learning & development

Stakeholder management

Program design

Ausbildung

Bachelor's degree in HR / Business Admin / Organizational Psychology / Education / Learning & Development

Master's degree advantageous

CIPD, SHRM, HRCI or related certifications advantageous

Jobbeschreibung

Lead the design, implementation, and continuous improvement of the organization's Early Career strategy and programs, creating structured development pathways that attract, develop, and retain high-potential early-career talent.

The role will oversee graduate, internship, and other early-career development initiatives from program design and selection through onboarding, development, assessment, progression, and program completion. The Manager will work closely with business leaders, HR Business Partners, Talent Acquisition, Learning & Development, and external partners to ensure programs build the capabilities and future talent pipelines required by the organization.

The role will also ensure that early-career initiatives provide a high-quality participant experience while delivering measurable business and talent outcomes.

Early Career Strategy & Program Design

• Develop and implement the Early Career strategy in alignment with the overall Talent Management and workforce strategy.
• Design structured graduate, internship, trainee, and other early-career development programs.
• Define program journeys including onboarding, rotations, formal learning, experiential development, mentoring, assessments, and career progression.
• Establish clear program governance, standards, policies, and operating procedures.
• Benchmark early-career practices and introduce improvements based on market trends and organizational requirements.
• Ensure programs create sustainable pipelines for critical and future capability areas.

Graduate & Early Career Program Management

• Manage early-career programs end to end, from workforce requirements and participant selection through development and graduation.
• Build structured development plans and learning journeys for program participants.
• Coordinate business rotations, placements, projects, mentoring, coaching, and development activities.
• Work with business leaders to identify appropriate placements and meaningful development experiences.
• Monitor participant progress and proactively address performance, engagement, or development concerns.
• Ensure smooth transitions from early-career programs into permanent roles where applicable.

Talent Assessment & Development

• Establish appropriate assessment methodologies to evaluate participant capability, performance, potential, and development.
• Facilitate talent and progress reviews for early-career populations.
• Identify high-potential participants and recommend appropriate development and career opportunities.
• Partner with Talent Management and Learning & Development teams to address capability gaps.
• Use assessment and performance data to continuously improve program design and participant outcomes.

Stakeholder & Business Partnership

• Partner closely with HR Business Partners and business leaders to understand future talent and capability requirements.
• Build strong relationships with managers hosting graduates, interns, and trainees.
• Provide guidance and support to managers on developing and managing early-career talent.
• Partner with Talent Acquisition on attraction, assessment, and selection strategies.
• Collaborate with Learning & Development and Leadership Development teams to deliver high-quality development interventions.
• Manage relationships with universities, educational institutions, external providers, and development partners where required.

Participant Experience & Engagement

• Create a consistent and engaging employee experience throughout the early-career journey.
• Develop effective communication and engagement plans for participants and their managers.
• Organize development events, networking opportunities, workshops, leadership exposure, and community-building activities.
• Establish feedback mechanisms to understand participant experience and identify improvement opportunities.
• Act as an escalation point for significant participant or program issues.

Analytics, Reporting & Program Effectiveness

• Define and monitor KPIs for all Early Career programs.
• Track participant performance, retention, engagement, program completion, placement, and progression.
• Develop dashboards and reports for Talent Management and HR leadership.
• Analyze program data and participant feedback to identify trends and recommend improvements.

  Governance & Continuous Improvement

  • Maintain appropriate governance, documentation, and controls across Early Career programs.
  • Ensure participant decisions and assessments are fair, consistent, evidence-based, and properly documented.
  • Manage program calendars, budgets, suppliers, and resources as required.
  • Identify opportunities to digitize and automate program administration and reporting.
  • Stay current on emerging practices in graduate development, skills-based talent management, AI-enabled learning, and early-career development.

  Qualifications & Experience

  Education

  • Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, Education, Learning & Development, or a related discipline.
  • Master's degree is advantageous.
  • Professional qualifications such as CIPD, SHRM, HRCI, coaching, assessment, or talent development certifications are advantageous.

  Experience

  • Typically 8+ years of relevant HR/Talent experience, with meaningful exposure to Early Careers, Talent Management, Learning & Development, Leadership Development, or Graduate Programs.
  • Demonstrated experience designing and managing structured talent or development programs.
  • Experience managing graduate, internship, trainee, leadership, or early-career initiatives is strongly preferred.
  • Experience partnering with senior business stakeholders and HR Business Partners.
  • Experience using talent data, assessments, and participant feedback to drive decisions.
  • Experience managing external vendors, universities, assessment providers, or learning partners is advantageous.