Program Manager – Early Career Talent

Regal Rexnord•Rosemont, IL

19h•$92,000 - $136,000•Remote

About The Position

Regal Rexnord is seeking an experienced Program Manager, Early Career Talent to own the strategy, design, and execution of three enterprise-wide, rotational programs for recent graduates and MBA hires. The role is critical for attracting, developing, and retaining early career talent, and strengthening pipelines for leadership and other critical roles across the company. This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent Acquisition, Analytics, Communications, segment leadership teams, and external university and assessment partners. It also requires strong program management competencies, design thinking, and an ability to drive scalable programs across a de-centralized/matrixed enterprise.

Requirements

Bachelor’s degree in Human Resources, Business, or related field (MBA preferred).
7 – 10 of experience in talent management, recruiting, early career, rotational programs, and/or leadership development programs.
Strong project management capabilities, including planning, organizing, and executing initiatives to ensure timely, high‑quality delivery of objectives.
Proven ability to design and manage enterprise-level programs.
Strong stakeholder management and communication skills.
Data-driven mindset with experience in program measurement and continuous improvement.
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

Nice To Haves

Experience in a global manufacturing or industrial environment.
Exposure to assessments (360s, psychometrics, personality inventories).
Experience with Workday talent modules or comparable platforms.

Responsibilities

Design and deliver a high-touch experience for recent MBA-graduate associates, including rotational planning and executive stakeholder engagement.
Coordinate rotational moves ensuring exposure to defined VP/GM-level experiences.
Develop policies for managing performance and compensation cycles.
Partner with Talent Acquisition (TA) to identify target schools, manage recruitment events, and organize interview days with senior leadership.
Measure program effectiveness (size, retention, engagement, promotion rate) and recommend improvements.
Define program strategy, including target schools and branding initiatives.
Create structured functional rotations (Finance/Accounting, Supply Chain, Engineering, HR).
Partner with TA for campus recruitment and strengthen school partnerships, as needed.
Help TA and business leaders with workforce planning by aligning work needs with headcount.
Define, measure and report success metrics – pursue data-backed CI opportunities.
Design, develop, and deploy a rotational leadership development program for manufacturing sites/plants.
Assessing manufacturing site needs, partnering across HR and business leadership teams in developing solutions, coordinating rotations, measuring efficacy, partnering with TA on talent profiles, target schools, and branding initiatives.