Key Responsibilities and Required Skills for a Graduate Manager

🎯 Role Definition

As a Graduate Manager, you are the cornerstone of our early career talent strategy. Your mission is to attract, recruit, develop, and retain the brightest graduate and intern talent. You will be responsible for the entire graduate program lifecycle, from building our brand on university campuses to managing the rotational program and mentoring the cohort. This role requires a blend of strategic planning, talent acquisition expertise, program management, and a genuine passion for developing future leaders. You will partner with senior leaders and hiring managers across the business to ensure our graduate pipeline directly supports our long-term strategic goals.

📈 Career Progression

Typical Career Path

Entry Point From:

Campus Recruiter / University Relations Specialist
Senior Talent Acquisition Partner
HR Generalist with a focus on talent programs

Advancement To:

Senior Manager, Early Career Programs
Director of Talent Acquisition
Head of University Relations / Global Head of Early Talent

Lateral Moves:

Talent Development Manager
HR Business Partner
Diversity, Equity & Inclusion (DEI) Program Manager

Core Responsibilities

Primary Functions

Develop and execute a comprehensive, end-to-end strategy for early career and graduate talent acquisition that aligns with the company's long-term workforce planning.
Manage the full-cycle recruitment process for all graduate and intern candidates, from initial sourcing and screening to offer negotiation, closing, and pre-boarding.
Build and cultivate strong, lasting relationships with key universities, career services departments, academic faculty, and influential student organizations.
Plan, coordinate, and execute a calendar of high-impact on-campus and virtual recruitment events, including career fairs, information sessions, tech talks, and networking functions.
Design, deliver, and continuously improve a world-class onboarding and induction program for new graduate hires to ensure a seamless and engaging transition into the company culture.
Oversee the architecture and execution of graduate rotational programs, ensuring each rotation provides meaningful learning experiences and aligns with critical business needs.
Act as the primary point of contact, mentor, and advocate for the entire graduate cohort, providing consistent guidance, pastoral care, and performance coaching throughout their program journey.
Collaborate closely with hiring managers and senior business leaders to deeply understand evolving talent needs and ensure the graduate pipeline effectively addresses future skill gaps.
Develop and manage the annual graduate program budget, including campus marketing, event logistics, travel, recruitment technology, and program-related expenses.
Utilize data and analytics to rigorously track recruitment metrics (e.g., time-to-hire, cost-per-hire), measure program effectiveness (e.g., quality of hire, retention rates), and generate insightful reports for senior leadership.
Champion and embed diversity and inclusion initiatives within all aspects of the early career program to attract, recruit, and retain a diverse and representative talent pipeline.
Create and manage compelling marketing and employer branding campaigns across digital and print channels to position the company as a premier employer of choice for top graduate talent.
Facilitate the formal performance review and feedback cycle for graduates, partnering with rotation managers to ensure constructive, timely, and well-rounded developmental conversations.
Lead the final placement process for graduates at the conclusion of their rotational program, skillfully matching them to permanent roles that align with their strengths and business priorities.
Maintain a current and deep understanding of industry trends, competitor analysis, and innovative best practices in university relations and early career development.
Lead the design and implementation of the candidate assessment process, including creating structured interview frameworks and training business assessors to ensure a fair, consistent, and effective evaluation.
Develop and deliver a curriculum of professional development workshops and training sessions for the graduate cohort on topics like business acumen, presentation skills, and personal branding.
Partner with the broader Human Resources and Talent Development teams to ensure the graduate program is seamlessly integrated with the company's overall talent management ecosystem.
Administer and grow the graduate mentorship program, strategically pairing graduates with experienced employees to accelerate professional growth and foster a strong sense of belonging.
Continuously refine and iterate on program content, structure, and delivery based on qualitative and quantitative feedback from graduates, managers, and key business stakeholders.

Secondary Functions

Manage relationships with external vendors, including recruitment platforms (e.g., Handshake), assessment providers, and event organizers.
Contribute to broader talent acquisition projects and HR initiatives as required.
Serve as an ambassador for the company's culture and values, both internally and externally.
Support the coordination of the summer internship program, ensuring a positive and impactful experience for all interns.

Required Skills & Competencies

Hard Skills (Technical)

Full-Cycle Recruiting: Proven expertise in managing the entire recruitment lifecycle, specifically for campus or early career roles.
Applicant Tracking Systems (ATS): High proficiency in using ATS platforms such as Greenhouse, Lever, Workday, or similar.
Program & Project Management: Strong ability to plan, execute, and manage complex, multi-stakeholder programs from inception to completion.
Data Analysis & Reporting: Ability to track, analyze, and interpret recruitment and program data to drive decision-making; proficiency in Excel/Google Sheets is essential.
Budget Management: Experience creating and managing program budgets, tracking expenditures, and ensuring fiscal responsibility.
Event Management: Demonstrated skill in planning and executing both large-scale and intimate events, both virtual and in-person.

Soft Skills

Stakeholder Management: Exceptional ability to build rapport, influence, and collaborate effectively with stakeholders at all levels, from students to senior executives.
Public Speaking & Presentation: Confident and engaging presenter, comfortable addressing large and small audiences in various settings.
Mentoring & Coaching: A natural ability to guide and develop early career talent, providing constructive feedback and developmental support.
Interpersonal & Communication Skills: Outstanding verbal and written communication skills, with the ability to articulate a compelling vision and build strong relationships.
Strategic Thinking: The capacity to think long-term, connect program goals to business objectives, and anticipate future talent needs.
Adaptability & Resilience: Thrives in a fast-paced, dynamic environment and can navigate ambiguity and changing priorities with a positive attitude.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree in Human Resources, Business Administration (MBA), or Organizational Psychology.

Relevant Fields of Study:

Human Resources
Business Administration
Communications
Psychology / Organizational Psychology

Experience Requirements

Typical Experience Range:

3-7 years of progressive experience in talent acquisition or human resources, with at least 2-3 years directly focused on managing campus recruitment, university relations, or an early career development program.

Preferred:

Experience launching or scaling a graduate program in a fast-paced, high-growth corporate environment.
Demonstrated success in implementing diversity-focused recruitment strategies.