Program Manager - Internship Experience & Early Career Rotational Program

Job Posting End Date

10-08-2025

Please note the job posting will close on the day before the posting end date.

This role will be responsible for designing, implementing, and overseeing a comprehensive internship program that provides valuable learning experiences for students while meeting the needs of our organization. This role will also be responsible for developing, implementing, and managing a comprehensive early career rotational program that provides new graduates with diverse work experiences across various engineering departments The ideal candidate will be passionate about fostering talent development, engagement and possess strong organizational and communication skills.

- Program Development: Design and implement a structured internship program for 250 interns in 2026 and 400 in 2027 that aligns with the organization's goals and provides meaningful experiences for interns. Create the structure of the Early Career Rotational Program for 60 engineers in 2026 and up to 100 in 2027, including defining objectives, rotation schedules, and assessment criteria.

- Recruitment Strategy: Work with the campus recruiters to build upon a recruitment strategy to attract a diverse pool of intern candidates from universities and colleges ensuring success of those candidates in the Early Career Rotational Program.

- Onboarding and Training: Oversee the onboarding process for interns and early career rotational program participants, ensuring they receive the necessary training, resources, and support to succeed in their roles.

- Mentorship Program: Establish and manage a mentorship program that pairs interns and early career rotational program participants with experienced employees to facilitate professional development and guidance.

- Performance Management: Create a system for evaluating intern performance, early career program participant including regular check-ins and feedback sessions, to ensure continuous improvement and development.

- Intern Engagement: Organize networking events, workshops, and social activities to enhance intern engagement and foster a sense of community.

- Feedback and Improvement: Gather feedback from interns and rotational program participants and their supervisors to assess the program's effectiveness and make data-driven improvements.

- Cross-Departmental Rotations: Coordinate and manage rotation assignments across various departments for early career rotational program participants, ensuring participants gain a well-rounded experience.

- Offboarding: Assist with career placement post Rotational Program

What We're Looking For:

- Bachelor’s degree in human resources, Business Administration, Education, or a related field. Master’s degree is a plus.

- 10 years’ experience in large program management, internship coordination, or talent development, preferred.

- Strong understanding of workforce development, talent acquisition strategies, early career development and talent development preferably within a corporate environment.

- Excellent communication, interpersonal, and organizational skills.

- Ability to manage multiple priorities and adapt to changing needs.

- Passion for mentoring and developing early-career professionals.

Compensation Data

SP20-009

$112,869.00-146,730.50 USD

The Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.