Emerging Talent & Onboarding Program Manager

The shape of it

In the posting’s own words

As our Emerging Talent & Onboarding Program Manager, you’ll own that moment for nearly everyone who joins Mercury, across new hire onboarding, internships, and a new apprenticeship program. You’ll think as deeply about the experience people have as the systems behind the scenes that make it all work, and you’ll be a visible face of Mercury when people need support most. You’ll build programs that feel distinctly Mercury, using AI and your creativity to rethink how they work from the ground up.

What it asks for · 2

• Have 3–5 years of experience building and running programs, ideally in Learning & Development, People programs, early-career talent, or onboarding.
• Be creative and comfortable with ambiguity . Some programs are established, some are new, and you’re energized by figuring out what fits Mercury.

What the job covers

• Run new hire onboarding. Own the program end to end: the learning arc, facilitator coordination, cohort communications, and feedback. Partner with People Operations on preboarding so the experience starts before day one and every new hire’s first weeks feel useful and welcoming.
• Launch our new apprenticeship program. Design and own program operations and the apprentice experience: cohort programming, exec exposure, check-ins at each rotation, and partnerships with host teams.
• Strengthen our internship program. Build on what teams already run with a shared company-wide experience for interns, including onboarding, community, regular check-ins, and a clear point of contact.
• Support managers and mentors. Give the people hosting new hires, interns, and apprentices clear expectations and the resources to do it well.
• Build the systems behind the programs. Use AI, automation, and tooling to reimagine what each program can do, keep quality high as hiring grows, and adapt as the technology evolves. Use feedback and data to see what’s working and improve it.
• Tell the story of emerging talent. Partner with Recruiting, People Operations, and leaders across Mercury to show how we invest in people early in their careers.

Tools and skills named

Words the posting leans on

• program17×
• people9×
• experience7×
• onboarding6×
• apprentices3×
• apprenticeship program3×
• build3×
• clear3×
• interns3×
• internship3×
• run3×
• support3×
• beginning2×
• career2×
• check-ins2×
• cohort2×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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