Job Rotation Programs

In Fall of 2014, I was a college senior, and I decided I didn't want to do consulting or investment banking (like a lot of my peers). I wanted to work in a product business. Ideally one that made something that helps people -- like medical or environmental tech. It was all very idealistic. Maybe a little naive. The idealism paid off though, because deep in the Northwestern careers board, under some keyword I decided to punch in I found this: The Halma Graduate Development Program (now called the Future Leaders Program) A highly selective rotational program for recent STEM grads. You gain hands on experience working in 4 different medium sized manufacturing businesses in 2 years. Businesses that make environmental, medical, and safety technology. During every rotation, you complete a project in a different area of the business: manufacturing, product development, product management, marketing. You can figure out what you like and what you're good at, all while trying to drive business impact inside of 6 months. Did I mention you can do rotations internationally? I did 2 -- in the UK and in China. It is not an overstatement to say that this program changed the entire course of my career (and probably my life). I met some of my most important mentors -- including my first great boss who taught me how to develop real executive presence.... ...and this super smart 25 year old product manager named Chris Walker, who I basically followed into SaaS. And of course I developed my lifelong fascination with the business of actually building stuff. The world needs more smart people working on industrial scale problems! And I can't think of a better way to start your career doing that. The application process just opened up (link in the comments). So if you have a college senior or recent grad in your life, pass it along. #manufacturing #careers

If you're an HR student looking for something longer than an internship--look at rotational programs. My career roadmap literally changed when I discovered them! Do NOT sleep on rotational programs. Many rotational programs are paid, much longer (think 6 months - 3 years longer), and give you insight and experience in HR facets (versus just 1). Keep this in mind: Most programs start the application process a year before the program itself starts, so you have to be on the lookout! Some may be open now, but many will release their 2026 openings this year. Here are a list of companies to keep your eye out for when their HR rotational programs open: ✨ Microsoft HR Rotational Program (3 years) ✨ Dell Technologies's HR Rotational Program (3 years) ✨Johnson & Johnson's Foundational HR Leadership Program (2 years) (J&J also has ones for experienced HR pros too!) ✨WEX's HR Leadership Program (3 years) ✨Visa's People Team Development Program (2 years) ✨GE Vernova's HRLP Program (2 years) ✨Regions Bank's HR Talent Emerging Program (1 year) ✨Citi's HR Management Associate Program (2 years) ✨Parker Hannifin's HR Leadership Development Program (2 years) ✨Caterpillar Inc.'s HR Professional Development Program (2 years) ✨Bose Corporation's HR Rotational Program (2 years) ✨ Kohler Co.'s HR Rotational Program (1-1.5 years) Added Programs from the Comments :) ✨ Fidelity Investments's HR Rotational Program (2 years) by Christopher M. Joyce, PHR ✨Textron Systems's HR Leadership Development Program (2 years) by Caitlin Croston, SHRM-CP As you can see, I've research and tracked so many programs over the past 2 years--this isn't even the full list! Here are some tips I learned from applying: 1) Ask Questions: Some applications may not specify a start date, pay range, degree requirements, etc. Many programs have informational sessions where you can ask questions. Ask unique questions early & often--that's how you get remembered. 2) Connect w/ Alumni: Recruiters are GREAT for getting into the program...but past alumni give insight into what it's like during the program (and what happens after)! Past Alumni give a masterclass about the do's and dont's, alongside how they stood out. While the job market is super rough for early-career, don't sleep on rotational programs--best of luck to everyone applying!

“I’m graduating soon and it’s hard to find an internship for new grads.” “I’m a recent college graduate and it’s hard to find internships” If this sounds like you, I’m here to help! Most internships are for students in undergrad or postgrad school. I recommend that you start applying for full-time, entry-level roles as a graduate. If you’re not quite ready and need more experience and professional development, check out rotational programs! ❓WHAT are rotational programs? 🤔 I like to define rotational programs (sometimes known as professional development programs) as 1-3 year long, full-time “internships” where individuals can rotate throughout 2-3 different departments of an organization for specific periods to get exposure to different business units at a company. ⏳ When should you start applying for rotational programs? Who’s eligible? You should consider applying for rotational programs during your junior or senior year of college. Most programs accept students who are 1-2 years out of college and application deadlines widely vary. If you’re graduating in December, you can start looking as early as August. If you’re graduating in May, start in October/November. 💸 What are some of the benefits of these programs? These programs offer professional development, mentorship, networking, and the opportunity for individuals to further develop their skill set in their industry through working on a diverse set of projects. For some of these programs, once the individual graduates from their program, they have the chance to decide which department from their rotation they’d like to join full-time! ⭐ Here’s a list of companies with rotational programs (and are actively hiring): → The Ogilvy Residency program for those interested in a career in marketing, advertising, PR with 0-1 years of experience – no degree required! → WSP in the U.S. Advisory Associate Program where they’re hiring early career associate consultants for an August 2025 start in their program → Lenovo’s 2-year Accelerated Sales Rotational Program with both technical and non-technical tracks. → Nordstrom Retail Leadership Training Program with a June 2025 start 🔥As a special surprise, I’ve curated a list of 100 rotational programs/professional development for college graduates. I’ve been working on this for a while because I loveeee these programs. Some are hiring now and some hiring soon in the new year: https://lnkd.in/gwwwXhti 👀This sheet is still a work in progress, but there are a few programs listed now so check it out! 🎥I’m starting a series on Tik Tok dedicated to the post grad job hunt, check out episode 1 today! https://lnkd.in/gzxNzDKg #earlycareer #rotationalprograms #postgrad #entryleveljobs

Rotational programs should become the norm for FP&As at midsized and larger companies. This ensures that they touch different parts of the business and understand how finance supports them. They gain institutional knowledge. They discover more about what they want to do. And the experience reveals what they don't want to do too. New associates backfill positions when they're vacated. When graduates finish the program, they enter into their new roles far more equipped and confident. Though not without its costs, the arrangement is lower-risk and higher-return for companies and candidates alike.

🚀 From Insight to Action: Driving Economic and Workforce Transformation Today was a day of meaningful engagement, starting with the #EconomicDevelopment Commission meeting in the City of Fremont and concluding with a community listening session on #WorkforceDevelopment hosted by the Alameda County Workforce Development Board These sessions revealed critical insights and sparked transformative dialogues about the future of work and community growth. Three Unavoidable Realities Shaping Our Future: 1️⃣ The Digital-Driven Evolution of Advanced Manufacturing: • The future of industrial and manufacturing jobs is inherently digital and AI-driven. This shift is blurring the traditional divide between “white collar” and “no collar” roles, challenging outdated stereotypes. It’s time we embrace a future-forward perspective that celebrates adaptability and innovation across all sectors. 2️⃣ Reimagining Education for the Next Generation: • Educational institutions must move beyond traditional silos to inspire students toward emerging interdisciplinary fields. Equipping them with curiosity, adaptability, and a mindset of lifelong learning is non-negotiable for success in tomorrow’s workforce. 3️⃣ Humanizing the Recruitment Process: • Hiring practices today often prioritize automated systems (ATS, QR codes) over human connection, creating barriers for early career professionals and transitioning job seekers. Instead of relying solely on resumes, we need hiring systems that focus on future potential and skills aligned with the changing workforce landscape. What’s Next? Recommendations for Fremont and Alameda County 📌 1. Vision 2030: An Integrated Roadmap for Growth Develop a unified strategy that connects economic development, workforce upskilling, and affordable housing. Addressing the systemic gaps across these areas with adaptive policies will enable sustainable growth and community resilience. 📌 2. Transform Job Readiness Programs Equip workers with critical 21st-century skills like strategic problem-solving, design thinking, and communication. Embed financial literacy and career navigation tools to empower individuals to manage their careers proactively. 📌 3. Launch Job Rotational Programs Partner with the private sector to design government-backed rotational training initiatives, offering structured on-the-job experiences. These programs will prepare professionals for dynamic career growth and create a bridge between education and employment. The time to act is now. The convergence of digital transformation, education reform, and human-centered workforce solutions is not just a challenge—it’s our greatest opportunity. Let’s build a future where innovation meets inclusivity and potential knows no boundaries. 💡 What are your thoughts? How can we reimagine workforce and economic development in your communities? #Leadership #Innovation #EconomicGrowth #WorkforceTransformation