# Manager - Early Career > Qiddiya Investment Company · Riyadh, Saudi Arabia · — · Posted 2026-11-10 **Workplace:** on_site **Department:** Talent Management ## Description Lead the design, implementation, and continuous improvement of the organization’s Early Career strategy and programs, creating structured development pathways that attract, develop, and retain high-potential early-career talent. The role will oversee graduate, internship, and other early-career development initiatives from program design and selection through onboarding, development, assessment, progression, and program completion. The Manager will work closely with business leaders, HR Business Partners, Talent Acquisition, Learning & Development, and external partners to ensure programs build the capabilities and future talent pipelines required by the organization. The role will also ensure that early-career initiatives provide a high-quality participant experience while delivering measurable business and talent outcomes. ## Requirements ### Early Career Strategy & Program Design - Develop and implement the Early Career strategy in alignment with the overall Talent Management and workforce strategy. - Design structured graduate, internship, trainee, and other early-career development programs. - Define program journeys including onboarding, rotations, formal learning, experiential development, mentoring, assessments, and career progression. - Establish clear program governance, standards, policies, and operating procedures. - Benchmark early-career practices and introduce improvements based on market trends and organizational requirements. - Ensure programs create sustainable pipelines for critical and future capability areas. ### Graduate & Early Career Program Management - Manage early-career programs end to end, from workforce requirements and participant selection through development and graduation. - Build structured development plans and learning journeys for program participants. - Coordinate business rotations, placements, projects, mentoring, coaching, and development activities. - Work with business leaders to identify appropriate placements and meaningful development experiences. - Monitor participant progress and proactively address performance, engagement, or development concerns. - Ensure smooth transitions from early-career programs into permanent roles where applicable. ### Talent Assessment & Development - Establish appropriate assessment methodologies to evaluate participant capability, performance, potential, and development. - Facilitate talent and progress reviews for early-career populations. - Identify high-potential participants and recommend appropriate development and career opportunities. - Partner with Talent Management and Learning & Development teams to address capability gaps. - Use assessment and performance data to continuously improve program design and participant outcomes.[](https://outlook.office365.com/owa/?ItemID=AAMkADM1YzMzMDdiLTM4NGEtNGQ5OS05YTJlLWFjYTM5MjQwNDEwYwBGAAAAAADc0WpC4OJBQZK%2fnHaYqFbGBwDQK4%2fF58bLQ7APpesOSjAEAAAAAAEMAACGxnFgCV6YR5TTbSMoNXd5AAP73JyVAAA%3d&exvsurl=1&viewmodel=ReadMessageItem) ### Stakeholder & Business Partnership - Partner closely with HR Business Partners and business leaders to understand future talent and capability requirements. - Build strong relationships with managers hosting graduates, interns, and trainees. - Provide guidance and support to managers on developing and managing early-career talent. - Partner with Talent Acquisition on attraction, assessment, and selection strategies. - Collaborate with Learning & Development and Leadership Development teams to deliver high-quality development interventions. - Manage relationships with universities, educational institutions, external providers, and development partners where required. ### Participant Experience & Engagement - Create a consistent and engaging employee experience throughout the early-career journey. - Develop effective communication and engagement plans for participants and their managers. - Organize development events, networking opportunities, workshops, leadership exposure, and community-building activities. - Establish feedback mechanisms to understand participant experience and identify improvement opportunities. - Act as an escalation point for significant participant or program issues. ### Analytics, Reporting & Program Effectiveness - Define and monitor KPIs for all Early Career programs. - Track participant performance, retention, engagement, program completion, placement, and progression. - Develop dashboards and reports for Talent Management and HR leadership. - Analyze program data and participant feedback to identify trends and recommend improvements. - Measure program effectiveness and demonstrate the contribution of Early Career initiatives to the organization's future talent pipeline. ### Governance & Continuous Improvement - Maintain appropriate governance, documentation, and controls across Early Career programs. - Ensure participant decisions and assessments are fair, consistent, evidence-based, and properly documented. - Manage program calendars, budgets, suppliers, and resources as required. - Identify opportunities to digitize and automate program administration and reporting. - Stay current on emerging practices in graduate development, skills-based talent management, AI-enabled learning, and early-career development. ## Qualifications & Experience ### Education - Bachelor’s degree in **Human Resources, Business Administration, Organizational Psychology, Education, Learning & Development**, or a related discipline. - Master’s degree is advantageous. - Professional qualifications such as **CIPD, SHRM, HRCI**, coaching, assessment, or talent development certifications are advantageous. ### Experience - Typically **8+ years of relevant HR/Talent experience**, with meaningful exposure to Early Careers, Talent Management, Learning & Development, Leadership Development, or Graduate Programs. - Demonstrated experience designing and managing structured talent or development programs. - Experience managing graduate, internship, trainee, leadership, or early-career initiatives is strongly preferred. - Experience partnering with senior business stakeholders and HR Business Partners. - Experience using talent data, assessments, and participant feedback to drive decisions. - Experience managing external vendors, universities, assessment providers, or learning partners is advantageous. ## Apply [Apply at Qiddiya Investment Company](https://apply.workable.com/qiddiya-investment-company-1/j/D11488B2BF/apply) --- Powered by [Workable](https://www.workable.com)