Within AP, this position partners closely with business and integrated-operations leaders, Talent Acquisition, HR, rotational program stakeholders, universities, conference partners, hiring managers, and program participants to attract, develop, and retain high-potential early-career talent across the region. Globally, it partners with regional counterparts and senior leaders to steward enterprise-wide Early Career governance, tools, and the Steering Committee (SteerCo).

Key Responsibilities

AP Regional Leadership (Strategic, Tactical & Operational)

• Drive Qnity's Early Career Talent Development operationally, tactically, and strategically across all integrated operations within the Asia Pacific region.
• Lead the execution and evolution of the AP Early Career Talent Development strategy, aligned to regional and site workforce needs across all integrated operations.
• Serve as the single point of accountability for early career program delivery within AP, spanning recruiting, onboarding, development, rotations, and retention.
• Partner with AP business, site, and functional leaders to embed early career development into regional talent and workforce plans.
• Localize and deploy global frameworks, policies, processes, and tools to fit AP market, university, and regulatory contexts.

Global Governance & Program Administration

• Own global governance for Early Career Talent Development, maintaining enterprise-wide standards, policies, and program frameworks.
• Administer the global governance framework, including its cadence, decision rights, escalation paths, and documentation across all regions.
• Own and administer the Early Career Steering Committee (SteerCo), including agenda-setting, materials, cadence, decision tracking, and follow-through.
• Own and administer the program's global tools, systems, dashboards, distribution lists, and data standards used across all regions.
• Establish global program goals, metrics, and reporting mechanisms to evaluate program effectiveness enterprise-wide.
• Partner with ECTD Steering Team members and senior leaders to align global early career initiatives with business workforce planning needs.
• Lead continuous improvement of the global program that enhances participant development, manager engagement, and recruiting outcomes across regions.

Workforce Planning & Talent Pipeline Development

• Build and maintain partnerships with AP business and integrated-operations leaders to forecast future talent needs.
• Identify and secure developmental assignments, LEAP rotational roles, internship opportunities, co-op placements, and entry-level positions.
• Manage role forecasting processes and maintain visibility to current and future participant placement needs.
• Partner with leaders to ensure rotational experiences provide meaningful developmental opportunities and broad business exposure.
• Support evaluation and advancement processes for participants progressing through rotational programs.

University Relations & Recruiting

• Develop and execute recruiting strategies to attract top early-career talent.
• Build and maintain relationships with universities, student organizations, and professional conferences.
• Coordinate participation in career fairs, campus recruiting events, technical conferences, and industry outreach activities.
• Partner with Talent Acquisition to manage candidate pipelines, interview processes, assessments, and hiring decisions.
• Drive employer branding initiatives that increase awareness of Qnity's early-career opportunities and value proposition.
• Recruit and train employees to support campus recruiting and candidate engagement activities.

Rotational Program Management

• Manage the LEAP rotational program and associated participant lifecycle activities.
• Facilitate rotation planning meetings and career development discussions.
• Coordinate participant movement across businesses, functions, and locations.
• Ensure rotational assignments align with participant development goals and program expectations.
• Partner with managers and mentors to monitor participant progress and readiness for future assignments.
• Support rotational evaluations, development recommendations, and leadership review processes.

Learning & Development

• Design and deploy structured development experiences for early-career talent.
• Develop and manage webinars, workshops, learning paths, networking events, mentoring programs, and leadership development experiences.
• Support technical, business, and leadership skill development aligned with Qnity's capabilities and values.
• Create development resources and training materials for participants, managers, coaches, and mentors.
• Foster peer networking and community-building opportunities across locations and businesses.

Participant Experience & Career Management

• Serve as advisor, coach, and advocate for program participants.
• Guide career development planning and rotational progression.
• Monitor participant engagement, performance trends, and retention indicators.
• Facilitate mentoring connections, networking opportunities, and leadership experiences.
• Support onboarding and transition activities to ensure successful participant integration and movement between assignments.
• Manage sensitive career discussions and provide recommendations regarding participant development and retention.

Program Operations & Administration

• Oversee program communications, documentation, data management, and reporting.
• Direct the work of Program Support resources responsible for onboarding coordination, communications, webinars, participant records, and logistics.
• Ensure accurate maintenance of participant databases, dashboards, distribution lists, and program records.
• Manage budgets, event planning, program vendors, and administrative processes as required.
• Partner with support personnel to ensure efficient execution of program activities and participant services.

Analytics & Continuous Improvement

• Track recruiting, onboarding, development, retention, diversity, and program performance metrics.
• Develop dashboards and reports to inform leadership decision-making.
• Collect participant, manager, and stakeholder feedback through surveys, roundtables, and engagement activities.
• Analyze trends and implement improvements that enhance participant experience and business value.
• Provide regular updates to leadership teams and governance groups regarding program health and outcomes.

Leadership Expectations

• Influence leaders without direct authority.
• Build strong partnerships across functions and geographies.
• Act as a champion for early-career talent development.
• Balance strategic program design with operational execution.
• Drive accountability across stakeholders for participant development and program success.
• Lead change management efforts related to talent development processes and systems.
• Represent Qnity externally with universities, professional organizations, and recruiting partners.
• Operate seamlessly across scopes, balancing hands-on AP regional delivery with global governance and enterprise-wide standards.
• Steward the Early Career Steering Committee (SteerCo) and global governance forums with senior leaders across regions.

Preferred Qualifications

• Bachelor's degree required; engineering degree preferred.
• Experience in talent development, leadership development, HR, operations, engineering, supply chain, recruiting, program management, or a related field.
• Demonstrated ability to manage complex cross-functional programs.
• Experience working with university recruiting, internship, co-op, rotational, or leadership development programs.
• Strong project management, communication, stakeholder management, and data analysis skills.
• Experience presenting to senior leaders and facilitating talent reviews.
• Ability to manage multiple concurrent initiatives in a fast-paced environment.
• Experience operating across Asia Pacific markets and multi-site, multi-country manufacturing or integrated-operations environments preferred.
• Ability to operate simultaneously at regional (delivery) and global (governance) scope, and to run cross-regional governance forums such as a Steering Committee (SteerCo).

Success Measures

• Quality and diversity of the AP early-career talent pipeline across all integrated operations.
• Recruiting effectiveness and conversion rates.
• Program participant retention and engagement.
• Successful placement and completion of rotational assignments.
• Manager and participant satisfaction.
• Development of future leaders and technical talent.
• Effective execution of onboarding, development, and career progression processes.
• Achievement of workforce planning and talent strategy objectives.
• Health and maturity of global Early Career governance, tools, and the SteerCo operating rhythm.
• Consistency of global standards, tools, and reporting adopted across regions.