Senior Manager, Early Careers

 

 

 

Position Summary

Responsible for building and leading an enterprise-wide early talent function. This role oversees recruiting and programming across business units and regions and develops a team to support these efforts. Partners closely with business leaders, hiring managers, and HR to position early careers as a strategic driver of workforce needs. Additionally, responsible for developing diverse talent pipelines and designing programs to attract, develop, and retain early career talent.​​

Position Details

• Builds, leads, and develops a multi-functional Early Careers team (recruiters, program managers, and university/community relations specialists); sets vision and performance expectations, and fosters a culture of accountability and growth.
• ​Owns and drives the enterprise-wide early careers strategy across internships, co-ops, apprenticeships, new graduate hiring, and rotational programs, including expansion into the skilled trades pipeline.
• ​Develops and manages a multi-channel sourcing strategy through university career centers, trade organizations, secondary education institutions, and industry partnerships; represents Southland at external events and conferences.
• ​Guides the team through all stages of early careers recruiting; leverages ATS/CRM tools and partners with Marketing on targeted recruitment campaigns aligned with the employee value proposition.
• ​Oversees structured program delivery, including onboarding, mentorship, performance feedback, and conversion to full-time roles; partners with L&D on curriculum and creates engagement touchpoints that drive participant satisfaction and conversion.
• ​Serves as a strategic business partner to division leaders, HRBPs, and senior leadership; proactively shapes workforce planning, translates program performance into business-relevant insights, and builds enterprise visibility for the function.
• ​Defines and tracks key program metrics (conversion rates, offer acceptance, cost-per-hire, NPS, retention); benchmarks against industry, reports to TA and HR leadership, and continuously optimizes ROI.​​
• ​​​​​Receives broad objectives, sets priorities and approaches, and provides direction to employees in accordance with established guidance. Exercises judgment within broadly defined policies to address complex issues and is evaluated based on achievement of objectives.
• ​Management reviews work to measure meeting of objectives. Addresses complex issues requiring analysis of multiple factors and exercises judgment within broadly defined policies to determine appropriate actions.​
• ​​Provides direct supervision and direction to experienced professionals within a functional area. Oversees ongoing operational activities and implements approved process improvements.​ 

Qualifications 

• Proven ability to establish and grow high-performing recruiting or program teams, with a track record of developing talent and driving accountability. 
• ​Demonstrated success scaling early careers programs (internships, co-ops, rotational programs, new graduate hiring) across a large, multi-site organization. 
• ​Experience building partnerships across diverse talent pipelines — universities, community colleges, trade and vocational schools, workforce development organizations, and pre-apprenticeship programs. 
• ​Natural people leader: leads with empathy and high standards, delegates with confidence, and creates the conditions for a team to do its best work. 
• ​Strong executive presence and relationship-building instincts — equally comfortable partnering with frontline hiring managers as with senior business leaders and executive sponsors, and skilled at earning trust across all levels of the organization. 
• ​Extensive knowledge of early talent trends, Gen Z workforce expectations, skills-based and non-degree hiring, and diversity-focused recruiting strategies across professional and trade disciplines. 
• ​Analytical mindset with the ability to translate data and program metrics into strategic recommendations and business cases. 
• ​Proficiency in ATS, CRM, and HRIS platforms; comfortable leveraging technology to improve efficiency and candidate experience​. 

Benefits

As a 100% employee-owned company, we offer a comprehensive benefits package for you and your family:

• 401(k) plan with 50% company match (no cap) and immediate 100% vesting
• Medical, dental, and vision insurance (100% paid for employee)
• Annual bonus program based upon performance, achievement, and company profitability
• Term life, AD&D insurance, and voluntary life insurance
• Disability income protection insurance
• Pre-tax flexible spending plans (health and dependent care)
• Paid parental leave
• Paid holidays, vacation, and personal time
• Training/professional development opportunities and company-paid memberships for professional associations and licenses
• Wellness benefits 

 

About Southland Industries

As one of the nation’s largest MEP companies, Southland Industries is built on the foundation of great people. Since 1949, we have put our people first, enabling growth, professional achievement, and innovation. If you want to join a fast-paced environment where you’re engaged, challenged, and valued, apply now to join our dynamic team.

To learn more about careers at Southland, explore our career opportunities, follow us on social media, and check out our website.

 

Southland Industries and all its subsidiaries are an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all employees and to providing our employees with a safe work environment free of discrimination and harassment. All employment decisions at Southland Industries are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, gender, national origin, ancestry, age, disability, medical condition, marital status, family care or medical leave status, veteran status, or any other status protected by the laws or regulations in the locations where we operate. Southland Industries will not tolerate discrimination or harassment based on any of these characteristics.

 

Pay: Final pay is determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data. For (Colorado/New York City/California/Washington/Maryland) this ranges from $150,000 - $200,000 plus annual incentive, benefits, and retirement program as outlined above.

 

Contingent Employment: All employment offers are contingent upon successful drug tests, background checks, and professional reference checks. Roles that include driving as an essential job duty will be required to have a successful Motor Vehicle Record check (MVR). We are not able to offer sponsorship of employment at this time.

 

External Agency Announcement: Its Southland Industries' policy not to accept candidate submissions from recruiting agencies without an active and authorized work order. Candidate ownership can only be established after a bona fide work order is issued by a member of the Southland Industries Talent Acquisition team and the candidate is appropriately submitted through our Applicant Tracking System (ATS).