Supply Chain HR Specialist - Early Careers

Clorox is the place that’s committed to growth – for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities and teammates. Join our team. #CloroxIsThePlace

Your role at Clorox:

As a Supply Chain HR Specialist - Early Careers you will own and support key talent and people programs across Clorox Supply Chain organization. You will lead the end-to-end recruiting lifecycle for assigned early-career and development programs and partner with cross-functional stakeholders to design, execute, measure, and continuously improve programs related to leadership development and campus recruiting.

The successful candidate is a hands-on program owner who can translate strategy into clear processes, deliver an effective candidate and participant experience, maintain strong operating discipline, and use data and feedback to improve outcomes.

This role is based at our corporate site in Alpharetta, GA, with a hybrid work schedule of three days in the office and two days working from home each week.

In this role, you will:

Early-Career Recruiting & Talent Programs

• Own the end-to-end recruiting lifecycle for assigned Supply Chain early-career programs, including hiring allocations planning, requisition intake, sourcing strategy, candidate attraction, screening, interview coordination, selection, offer support, pre-boarding, onboarding, and conversion or placement activities.
• Lead the operational execution of Supply Chain rotational and internship programs, ensuring an effective experience for candidates, participants, managers, and program stakeholders.
• Develop recruiting and program calendars, selection processes, interview tools, communications, manager resources, and participant materials that enable consistent execution.
• Manage candidate and program data accurately in Workday and related tools; monitor requisition status, candidate movement, offers, hiring progress, and program milestones.
• Support campus events, conferences, and other talent-engagement activities, including logistics, stakeholder preparation, budget management, and follow-up.

Program Management, Metrics & Continuous Improvement

• Manage programs from initial planning through completion, with clear objectives, milestones, owners, risks, budgets, and measures of success.
• Establish and maintain program metrics such as application flow, time to fill, offer acceptance, intern conversion, placement, retention, participant experience, and hiring-manager satisfaction.
• Use data, stakeholder feedback, and lessons learned to identify root causes, recommend improvements, and strengthen recruiting and program outcomes.
• Document standard work, governance, decision rights, and operating procedures to improve clarity, consistency, scalability, and continuity.
• Maintain program resources and digital tools, including SharePoint sites, trackers, templates, and participant or manager communications.

Workforce Skill Progression & People Programs

• Support the governance and ongoing administration of the enterprise production workforce skill progression framework, ensuring alignment with workforce capability and development priorities.
• Provide governance and operational support for the Positive Employee Relations Strategy and other Supply Chain people priorities.
• Partner with HR Centers of Excellence and Supply Chain HR leaders to operationalize programs, clarify roles and handoffs, and sustain adoption across locations.

Stakeholder Partnership

• Build trusted partnerships with business leaders, HR partners, Talent Acquisition, participants, and external stakeholders at all levels of the organization.
• Facilitate working sessions, communicate decisions and progress, surface risks early, and drive timely follow-through across multiple stakeholders.
• Balance multiple priorities while maintaining attention to detail, strong customer service, and focus on measurable outcomes.

What we look for:

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field,.
• 3-5 years of experience in early-career talent programs management and recruiting.
• Experience managing recruiting for talent programs from planning through execution, including experience with campus, internship, co-op, or rotational programs.
• Working knowledge of recruiting processes, candidate experience practices, and employment-related confidentiality and data accuracy requirements.
• Strong project and program management skills, including timeline, budget, risk, stakeholder, and process management.
• Ability to use data and metrics to monitor program health, identify improvement opportunities, and communicate outcomes.
• Strong written and verbal communication skills, with the ability to create clear resources and influence stakeholders at multiple levels.
• Proficiency with Microsoft 365 tools, including Excel, PowerPoint, Teams, and SharePoint.
• A proactive, self-directed, customer-focused approach and the ability to operate effectively through ambiguity and changing priorities.

Preferred Qualifications

• Experience supporting Supply Chain, Manufacturing, Operations, or another distributed workforce environment.
• Workday Recruiting knowledge is preferred, including experience supporting requisitions, candidates, offers, reporting, and hiring workflows.
• Experience with event planning, university partnerships, vendor management, or early-career program communications.
• Experience building dashboards, recurring reports, or program scorecards and translating insights into action.
• Experience improving or standardizing HR processes across multiple teams or locations.

#Li-Hybrid

Workplace type:

Hybrid

Our values-based culture connects to our purpose and empowers people to be their best, professionally and personally. We serve a diverse consumer base which is why we believe teams that reflect our consumers bring fresh perspectives, drive innovation, and help us stay attuned to the world around us. That’s why we foster an inclusive culture where every person can feel respected, valued, and fully able to participate, and ultimately able to thrive. Learn more.

[U.S.]Additional Information:

At Clorox, we champion people to be well and thrive, starting with our own people. To help make this possible, we offer comprehensive, competitive benefits that prioritize all aspects of wellbeing and provide flexibility for our teammates’ unique needs. This includes robust health plans, a market-leading 401(k) program with a company match, flexible time off benefits (including half-day summer Fridays depending on location), inclusive fertility/adoption benefits, and more.

We are committed to fair and equitable pay and are transparent with current and future teammates about our full salary ranges. We use broad salary ranges that reflect the competitive market for similar jobs, provide sufficient opportunity for growth as you gain experience and expand responsibilities, while also allowing for differentiation based on performance. Based on the breadth of our ranges, most new hires will start at Clorox in the first half of the applicable range. Your starting pay will depend on job-related factors, including relevant skills, knowledge, experience and location. The applicable salary range for every role in the U.S. is based on your work location and is aligned to one of three zones according to the cost of labor in your area.

–Zone A: $74,200 - $135,800

–Zone B: $68,000 - $124,500

–Zone C: $61,800 - $113,100

All ranges are subject to change in the future. Your recruiter can share more about the specific salary range for your location during the hiring process.

This job is also eligible for participation in Clorox’s incentive plans, subject to the terms of the applicable plan documents and policies.

Please apply directly to our job postings and do not submit your resume to any person via text message. Clorox does not conduct text-based interviews and encourages you to be cautious of anyone posing as a Clorox recruiter via unsolicited texts during these uncertain times.

To all recruitment agencies: Clorox (and its brand families) does not accept agency resumes. Please do not forward resumes to Clorox employees, including any members of our leadership team. Clorox is not responsible for any fees related to unsolicited resumes.