Emerging Talent & Onboarding Program Manager

Mercury•San Francisco, CA

3d•Hybrid

About The Position

The Emerging Talent & Onboarding Program Manager owns early experiences for people joining Mercury, including new hire onboarding, internships, and a new apprenticeship program. The role combines designing welcoming, useful experiences with building the systems and operations that support them. It uses AI, automation, and creative problem-solving to improve programs as hiring grows and technology evolves. The manager partners with People Operations, Recruiting, leaders, and host teams to develop programs, support managers and mentors, and communicate Mercury’s investment in people early in their careers. The role is hybrid and based in San Francisco, with in-person work involving apprentices and support for interns in San Francisco and New York, both in person and remotely.

Requirements

3–5 years of experience building and running programs, ideally in Learning & Development, People programs, early-career talent, or onboarding.
Strong program management skills, including organizing multiple moving pieces and following through from launch to iteration.
Experience facilitating sessions or trainings and turning information people need into effective learning.
Hands-on experience experimenting with AI tools and using them to rethink program possibilities.
Systems-thinking skills, including identifying patterns in pain points and addressing their underlying causes.
Creativity and comfort working with ambiguity across established and new programs.
Clear, warm communication skills, including welcoming new hires, facilitating groups, and writing concise messages.
Attention to detail, curiosity, and openness to changing one’s mind.

Nice To Haves

Experience with early-career, university, internship, apprenticeship, or employee onboarding programs.

Responsibilities

Own new hire onboarding end to end, including the learning arc, facilitator coordination, cohort communications, and feedback.
Partner with People Operations on preboarding and ensure new hires have useful, welcoming first weeks.
Launch and operate the apprenticeship program, including cohort programming, executive exposure, rotation check-ins, and host-team partnerships.
Strengthen the internship program by developing a shared company-wide experience that includes onboarding, community, regular check-ins, and a clear point of contact.
Give managers and mentors clear expectations and resources for supporting new hires, interns, and apprentices.
Build and improve program systems using AI, automation, and tooling while maintaining quality as hiring grows.
Use feedback and data to evaluate programs and make improvements.
Partner with Recruiting, People Operations, and Mercury leaders to communicate how the company invests in people early in their careers.