Emerging Talent & Onboarding Program Manager

Mercury•San Francisco, CA

23h•$121,700 - $152,100•Hybrid

About The Position

The Emerging Talent & Onboarding Program Manager owns Mercury’s early employee experience across new-hire onboarding, internships, and a new apprenticeship program. The role combines designing engaging programs with building the systems and operations that support them, and serves as a visible source of support for new hires and early-career talent. The manager will use AI, automation, creativity, feedback, and data to rethink and improve programs as Mercury grows. This hybrid role is based in San Francisco and includes time in the office with apprentices, as well as participation in workshops, programming, and other in-person activities. The manager also supports 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 translating learning needs into effective learning experiences.
Hands-on experience experimenting with AI tools and applying them to rethink program capabilities.
Systems-thinking skills, including identifying patterns in pain points and addressing their underlying causes.
Creativity and comfort working with ambiguity across established and newly created 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 so the new-hire experience begins before the first day.
Design and operate the new apprenticeship program, including cohort programming, executive exposure, rotation check-ins, and partnerships with host teams.
Build a shared company-wide experience for interns, including onboarding, community, regular check-ins, and a clear point of contact.
Provide managers and mentors hosting new hires, interns, and apprentices with clear expectations and useful resources.
Build and improve program systems using AI, automation, and tooling, maintaining quality as hiring grows and technology evolves.
Use feedback and data to assess program effectiveness and make improvements.
Partner with Recruiting, People Operations, and Mercury leaders to communicate how the company invests in people early in their careers.