Senior Director of Enterprise Rotational Programs

Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.

Job Summary

The Senior Director of Corporate Enterprise Rotational Programs serves as the leader for early‑career talent strategies, responsible for shaping, governing, and evolving rotational and pipeline programs that build future‑ready leadership capabilities across a complex, matrixed organization. This role acts as a catalyst for innovation in early‑career development, reimagining traditional program models to align with enterprise workforce priorities, competitive talent dynamics, and measurable business outcomes.

Operating as a trusted advisor to senior business, HR, and talent leaders, the Senior Director translates workforce insights, financial analysis, and program outcomes into clear executive narratives that inform Corporate decision‑making and investment. Through strategic oversight of the Corporate Enterprise Rotational Programs portfolio, data‑driven analytics, and strong people leadership, this role ensures Corporate early‑career initiatives deliver sustained impact, scalable talent pipelines, and meaningful return on investment.

Our Corporate Enterprise Rotational Programs today cultivate talent, forge connections throughout the enterprise’s landscape (Comcast, NBCUniversal, Sky), and nurture future business leaders across diverse functions. We have three key pillars of the Program: Internships that provide technical and professional skill development as well as business contribution and exposure to undergraduate rising juniors and seniors; Career Opportunities and Rotational Experiences (CORE) that builds a pipeline of highly agile talent at the start of their careers, currently focused on cybersecurity, finance, and technology functions; and Rotational Leadership Program (RPL) that is a cross-functional program rooted in strategy, business development and analytics to equip Director and above talent.

Job Description

Core Responsibilities

• Serve as a catalyst for evolution in Corporate early‑career talent strategies, reimagining rotational program models to deliver future‑ready leadership pipelines with measurable business outcomes.
• Cultivate and drive innovative Corporate early career strategies, integrating competitive market insights to produce a differentiated experience and talent advantage.
• Lead the Corporate center of excellence for early‑career development, setting strategic direction, advising senior leaders, and ensuring cohesion across program initiatives for a complex, matrixed organization.
• Establish and leverage enterprise‑wide analytics and reporting to measure program success, demonstrate financial and pipeline impact, and inform executive decision‑making and ongoing investment in early‑career talent and programs.
• Shape and influence enterprise alignment at the most senior levels, crafting a compelling executive narrative and serving as a trusted advisor to business, HR, and talent leaders to ensure early‑career strategies directly support enterprise priorities, workforce planning, and capability needs.
• Provide strategic governance and enterprise oversight through deep partnership with program steering committees and senior stakeholders, resolving competing priorities and guiding program direction to deliver sustained business impact.
• Anticipate critical enterprise talent needs and proactively align early‑career programs to future business requirements through deep partnerships with business, HR, and talent leaders.
• Develop recruitment strategies to build robust, future pipelines of early‑career talent aligned to critical business needs.
• Lead enterprise alumni engagement strategies to accelerate internal mobility, strengthen talent pipelines, and enable targeted boomerang hiring.
• Manage program budget to deliver clear ROI, cost efficiencies, and sustained business value.
• Coach and develop program managers to elevate their leadership capability, strengthen execution, and scale impact across a complex, matrixed environment.
• Cultivate a high‑performance culture of continuous learning and development, reinforcing accountability, innovation, and growth within the Enterprise Rotational Programs team.

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