Technology Early Career Talent Program Manager

Role Summary

The APAC Early Career Talent (ECT) Program Manager is responsible for leading and evolving Northern Trusts early career talent strategy in support of the global operating model, ensuring a sustainable pipeline of future technology talent aligned to long-term workforce objectives. The role serves as the central point of coordination across Technology, Human Resources (HR), Talent Acquisition (TA), Workforce Planning, Finance, Learning Development, and business leadership to deliver a scalable and high-impact ECT program within the assigned region.

Success in this role requires the ability to influence without direct authority, navigate competing priorities, drive consensus among senior stakeholders, and balance the needs of a global workforce while addressing regional business requirements. The Program Manager represents Northern Trust externally through strategic partnerships with colleges, universities, and talent communities, strengthening the organizations employer brand and enhancing access to top emerging talent.

Given the strategic nature of the program, executive visibility, and extensive stakeholder engagement responsibilities, this role requires a mature and experienced professional capable of providing leadership, governance, relationship management, and program oversight.

Responsibilities

Strategy Workforce Planning

• Execute the annual ECT intake strategy, cohort structure, hiring targets, timelines, and workforce planning approach.
• Partner with Technology leadership and HR to align ECT investments with workforce and succession planning objectives.
• Recommend business unit allocations, cohort distribution, and program design decisions.
• Maintain annual program roadmaps, milestones, and success measures for alignment to the Technology Global Operating Model and Strategy.
• Ensure compliance with regional regulatory and business requirements.
• Partner closely with the Workforce Planning team to understand current and future talent demand, skill requirements, succession considerations, and strategic workforce priorities.
• Maintain awareness of global workforce trends, technology skill needs, and talent market dynamics to inform program decisions.

Recruitment Selection

• Partner with Talent Acquisition and business stakeholders to deliver campus and early career hiring programs.
• Lead hiring governance and participate in candidate review discussions, recommendation forums, and final selection decisions.
• Provide oversight and guidance throughout the recruitment lifecycle to ensure consistent and objective hiring decisions aligned with program standards.
• Recommend and oversee selection methodologies, assessment frameworks, and evaluation standards.
• Identify, onboard, and govern technology panelists supporting interviews, hackathons, technical assessments, and candidate evaluations.
• Participate in candidate review and final selection decisions.
• Manage hiring governance, escalation, and approval processes.

Onboarding Cohort Readiness

• Lead end-to-end onboarding planning for all ECT cohorts within region.
• Ensure readiness across hiring managers, support teams, learning providers, and technology functions.
• Develop and implement onboarding communications, orientation activities, cohort allocations, access provisioning, and role readiness.
• Coordinate with HR partners cross-functional activities to deliver a seamless onboarding experience.

Program Experience Engagement

• Design and implement sponsor engagement initiatives, leadership interactions, mentoring programs, networking opportunities, learning events, and community-building activities.
• Establish and maintain regular engagement with ECT participants across all cohorts to understand developmental needs, gather feedback, and strengthen the participant experience.
• Serve as a trusted advisor to ECTs throughout their program lifecycle, supporting career development, engagement, and successful transition into permanent roles.
• Monitor Sponsor ECT committees, councils, and cohort-led initiatives that strengthen engagement and feedback mechanisms.

Performance Management Talent Development

• Define performance management standards appropriate for each cohort type.
• Partner with HR, panelists, and hiring managers to oversee evaluations, calibration activities, and development planning.
• Monitor participant progression and identify opportunities for intervention, coaching, or additional support.
• Drive continuous improvement through participant feedback, performance insights, and lessons learned.

Conversion, Placement Alumni Management

• Direct conversion planning and workforce alignment for interns, apprentices, and analysts.
• Manage rotational analyst transitions, final placement activities, and headcount planning.
• Partner with stakeholders to ensure smooth transitions into permanent roles.
• Establish alumni engagement strategies and maintain relationships with former ECT participants.
• Track retention outcomes and long-term talent pipeline effectiveness.

Governance, Reporting Continuous Improvement

• Own program governance, standards, risk management, and escalation processes.
• Maintain playbook, operating procedures, RACI documentation, and program Metrics.
• Produce executive-level reporting, dashboards, and review materials.
• Direct periodic program reviews and drive enhancements to improve scale, efficiency, and participant experience.

Communications Stakeholder Management

• Develop and execute the ECT communications strategy across program phases.
• Provide regular updates to executives, technology leaders, hiring managers, and supporting functions.
• Ensure consistent messaging, branding, and participant communications throughout the cohort lifecycle.
• Build and maintain relationships with universities, colleges, student organizations, and external talent partners to strengthen Northern Trusts market presence and employer brand.

Qualifications

• 12+years of relevant experience
• Bachelors degree in Business, Technology, Human Resources, Organizational change management, or related field.
• Experience working with Workforce Planning teams to align talent acquisition and development programs with evolving workforce strategies.
• Demonstrated understanding of global workforce dynamics and experience partnering across multiple regions and cultures.
• Experience leading or managing hiring processes, candidate assessments, selection discussions, and hiring decisions.
• Technology industry experience as a software engineer, developer, technology analyst, infrastructure professional, or related technical role preferred.
• Usage of tools like ADO, PMO tools, Power Platform is an added advantage.
• Experiential knowledge on Project Management, Budgeting and forecasting will be essential for this role.
• Knowledge of Technology landscape and platforms is essential for this role.
• Experience leading complex, multi-team programs with cross-functional stakeholders and executive visibility.
• Strong business analysis skills, including requirements gathering, stakeholder interviews, process mapping, and translating business needs into program solutions.
• Proven ability to influence senior leaders and drive outcomes in highly matrixed organizations.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.