Field Internship Program Lead

Thrivent•Minneapolis, MN

2d•Remote

About The Position

The Field Internship Program Lead serves as the strategic owner and architect of Thrivent’s Field Internship Program, responsible for scaling, optimizing, and strengthening the program as a long-term talent pipeline into the advisor ecosystem. This role drives both operational excellence and strategic growth, partnering closely with field leadership, financial advisors, talent acquisition, and learning teams to build a best-in-class internship experience. This can be a remote position within the US. DUTIES & RESPONSIBILITIES: Serve as the end-to-end owner of the Field Internship Program, establishing vision, priorities, growth targets, and success metrics. Develop and execute a multi-year strategy to scale the program from 70–80 interns annually to 150–200 interns while maintaining experience quality and conversion effectiveness. Define, track, and report key performance indicators including recruiting funnel metrics, intern satisfaction, advisor participation rates, and intern-to-advisor conversion ratios. Continuously evaluate program effectiveness and implement data-driven improvements to strengthen long-term talent outcomes. Own and manage all day-to-day operations of the Field Internship Program across multiple regions, ensuring consistent execution and a high-quality intern experience. Partner with field leadership to strategically recruit, onboard, and retain participating advisor practices, increasing program capacity and geographic reach. Equip and train field leaders on building local campus and community networks to source high-quality intern candidates. Influence AVPs, LGOs, PGDs, and Managing Directors to expand participation, increase program advocacy, and embed the internship program as a core talent strategy within the field. Partner cross-functionally with COE leaders, learning design teams, and recruitment specialists to align internship strategy with enterprise talent objectives. Describe below the audience this role will interact with and level of influence they will have on those roles. Influence without direct supervision: AVP, LGO, PGD, MDir Working Relationship: COE partners (Directors, design learning team, recruitment specialists)

Requirements

Bachelor’s degree or equivalent work experience.
3–5 years of experience in talent acquisition, campus recruiting, early career programs, HR operations, or program coordination.
Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
Excellent written and verbal communication skills; comfort presenting to groups and leading virtual meetings.
Experience coordinating hiring processes, requisitions, and onboarding activities.
Strong relationship-building skills with the ability to influence and partner across teams and with field stakeholders.

Nice To Haves

Experience supporting internship, early career, or rotational programs.
Familiarity with financial services, sales, or advisor-based business models.
Experience working with geographically dispersed or field-based teams.

Responsibilities

Serve as the end-to-end owner of the Field Internship Program, establishing vision, priorities, growth targets, and success metrics.
Develop and execute a multi-year strategy to scale the program from 70–80 interns annually to 150–200 interns while maintaining experience quality and conversion effectiveness.
Define, track, and report key performance indicators including recruiting funnel metrics, intern satisfaction, advisor participation rates, and intern-to-advisor conversion ratios.
Continuously evaluate program effectiveness and implement data-driven improvements to strengthen long-term talent outcomes.
Own and manage all day-to-day operations of the Field Internship Program across multiple regions, ensuring consistent execution and a high-quality intern experience.
Partner with field leadership to strategically recruit, onboard, and retain participating advisor practices, increasing program capacity and geographic reach.
Equip and train field leaders on building local campus and community networks to source high-quality intern candidates.
Influence AVPs, LGOs, PGDs, and Managing Directors to expand participation, increase program advocacy, and embed the internship program as a core talent strategy within the field.
Partner cross-functionally with COE leaders, learning design teams, and recruitment specialists to align internship strategy with enterprise talent objectives.