Senior Director of Enterprise Rotational Programs

Core Responsibilities

• Serve as a catalyst for evolution in Corporate early-career talent strategies, reimagining rotational program models to deliver future-ready leadership pipelines with measurable business outcomes.
• Cultivate and drive innovative Corporate early career strategies, integrating competitive market insights to produce a differentiated experience and talent advantage.
• Lead the Corporate center of excellence for early-career development, setting strategic direction, advising senior leaders, and ensuring cohesion across program initiatives for a complex, matrixed organization.
• Establish and leverage enterprise-wide analytics and reporting to measure program success, demonstrate financial and pipeline impact, and inform executive decision-making and ongoing investment in early-career talent and programs.
• Shape and influence enterprise alignment at the most senior levels, crafting a compelling executive narrative and serving as a trusted advisor to business, HR, and talent leaders to ensure early-career strategies directly support enterprise priorities, workforce planning, and capability needs.
• Provide strategic governance and enterprise oversight through deep partnership with program steering committees and senior stakeholders, resolving competing priorities and guiding program direction to deliver sustained business impact.
• Anticipate critical enterprise talent needs and proactively align early-career programs to future business requirements through deep partnerships with business, HR, and talent leaders.
• Develop recruitment strategies to build robust, future pipelines of early-career talent aligned to critical business needs.
• Lead enterprise alumni engagement strategies to accelerate internal mobility, strengthen talent pipelines, and enable targeted boomerang hiring.
• Manage program budget to deliver clear ROI, cost efficiencies, and sustained business value.
• Cook and develop program managers to elevate their leadership capability, strengthen execution, and scale impact across a complex, matrixed environment.
• Cultivate a high-performance culture of continuous learning and development, reinforcing accountability, innovation, and growth within the Enterprise Rotational Programs team.

Qualifications

• Proven experience in talent development and program management in a large, matrixed corporate environment.
• Strong leadership skills with the ability to coach and develop high-performing teams.
• Strong data analysis and financial acumen, with the ability to translate program outcomes into business value.
• Strategic thinking and ability to forecast and plan for future talent needs.
• Excellent executive presence and communication skills, able to influence the highest levels of the organization.
• Strong analytical skills to measure program impact and drive data-informed decisions.
• Prior experience leading early talent programming preferred.