Sr. Manager, U.S. Commercial Associate Rotational Program Lead

ROLE SUMMARY

The Sr. Manager, U.S. Commercial Associate Rotational Program Lead is responsible for co-designing, managing the day-to-day operations, coaching, and developing early-career talent in the US Commercial business. This role will play a crucial role in designing a rotational experience that bridges academic learning with practical business application.

This role owns the end‑to‑end operational execution of the rotational program, including program architecture, intern-to-full‑time conversion strategy, onboarding, rotation and workforce planning, career progression, performance measurement, and program governance.

The Sr. Manager, U.S. Commercial Associate Rotational Program Lead will serve as the manager and coach for up to 30+ rotational associates, setting the strategic vision and culture for inclusion, development, and high performance.

As a trusted partner to senior Commercial leaders, People Experience (PX), and Early Talent Recruiting, this role ensures alignment between talent strategy and evolving business needs, while strengthening Pfizer’s external brand as the employer of choice for early‑career marketing talent.

Key Capabilities:
• Enterprise Talent & Program Strategy
• Talent Development & People Management
• Stakeholder Partnership & Influence

• Data‑Driven Decision Making

• Recruiting

ROLE RESPONSIBILITIES

Program Design & Execution

• In partnership with the Marketing Academy Recruiting and Rotational Program Lead co-develop and execute design of U.S. Commercial Associate Rotational Program to include program structure, intern conversion process, onboarding, rotation management, performance metrics, compensation, program experience and path to successful graduation out of the program.

  • Partner closely with US Commercial business leaders to identify project managers, scope appropriate Associate level project details and facilitate a successful rotational placement process.

• Work closely with the Marketing Academy Recruiting and Rotational Program Lead to differentiate MBA and Undergraduate level capabilities, career progression and program expectations.

• Benchmark compensation to ensure competitive and equitable pay.

Talent Development & People Management

• Directly manage and coach 30+ rotational associates.

• Design and implement a strong associate community through social, learning and career development programming tailored on developing the next generation marketer.

• Design and implement a tailored onboarding program, coaching and mentorship structure.

Measurement, Analytics & Continuous Improvement

• Define success metrics and evaluation frameworks to measure program effectiveness and business impact.

• Own the evolution of the design using data-driven insights and stakeholder input.

• Define and track selection, performance and quality of hire metrics to drive continuous improvement.

• Benchmark against external best practices and evolving market standards.

• Regularly present insights, outcomes, and recommendations to PX and business leadership.

• Stay informed on talent and marketing trends to align program strategy with evolving business needs.

Recruitment & Selection

• Partner with People Experience (PX) and Early Talent Recruiting Team to evolve Pfizer Futures recruiting efforts and create strong external brand to position Pfizer as the home for early career marketing talent.

• Lead the partnership with People Experience (PX) and Early Talent Recruiting Team to develop and execute intern conversion process which includes measuring internship performance, assessing candidates, and ensuring stakeholder alignment across the US Commercial business for conversion opportunities.  

QUALIFICATIONS

• BA or BS required with minimum 6 years of experience in human resources specifically talent development, performance management, recruiting, learning and development or related fields OR 5+ years with an MBA.

• Experience in designing and leading early career or rotational programs.

• Experience in early talent recruiting or early talent pipeline development.

• Demonstrated ability to lead with empathy, inclusion, and a growth mindset.

• Familiarity with performance metrics, talent analytics, and continuous improvement frameworks.

• Demonstrated experience independently managing complex, multi-stakeholder programs with min