Director, Early Career Program Development

Director, Early Career Program Development



Be a part of a revolutionary change! At Philip Morris International (PMI), we’ve chosen to do something incredible. We’re totally transforming our business and building our future on one clear purpose – to deliver a smoke-free future.With huge change, comes huge opportunity, so, if you join us, you’ll enjoy the freedom to dream up and deliver better, brighter solutions and the space to move your career forward in endlessly different directions. Our success depends on people who are committed to our purpose and have an appetite for progress. Our beautiful HQ in Stamford, CT is just steps away from the Stamford Metro-North Train Station and easily accessible from NYC.

The Director, Early Career Program Development leads the design, development, and scaling of early career programs that build sustainable talent pipelines aligned to current and future workforce needs. This role translates business and talent priorities into early career talent profiles, pipeline strategies, and development programs, including internships, graduate programs, and future leader pathways.   Your Day-to-Day

Early Career Program Strategy & Development      · Design/develop internships, co-ops, apprenticeships, rotational programs, graduate programs, and entry-level pathways     · Translate workforce priorities into strategies defining target talent, critical experiences, development needs, career paths, and outcomes     · Create scalable frameworks, governance, standards, and playbooks

Talent Pipeline Design & Planning      · Partner with TA and business leaders to identify future talent needs and build pipelines for priorty roles     · Define pipeline strategies connecting attraction, selection, and development     · Build conversion approaches that move successful participants into full-time roles and critical-talent pipelines

Program Success Criteria & Measurement      · Define success criteria, KPIs, and evaluation methods across attraction, participation, development, conversion, retention, performance, and satisfaction     · Build scorecards and review rhythms to track program health, outcomes, effectiveness, and improvement opportunities     · Use data, feedback, business insights to assess effectiveness

Career Development & Capability Building      · Design career development experiences that build capability and support early career progression     · Develop onboarding, learning journeys, rotations, mentoring, networking, leadership exposure, and career-planning resources     · Partner with relevant SME's to define curricula, critical experiences, and milestones

Program Experience & Engagement     · Create a consistent participant experience from entry through completion, and conversion     · Develop program calendars, communications, manager resources, orientation materials, evaluation tools

Stakeholder Partnership & Program Governance      · Partner with business leaders, People & Culture, TA, Talent Management, L&D, and stakeholders to align programs to workforce and talent strategies     · Establish governance and roles for program design and delivery     · Tailor enterprise frameworks to business capability and pipeline needs with functional leaders and HR partners

Program Management & Continuous Improvement      • Lead early career initiatives, managing plans,