Sr. Manager Talent Acquisition - Early Career

Reynolds American is evolving into a global multi-category business. Our purpose is to create A Better Tomorrow™ by Building a Smokeless World.

To achieve our ambition, we are looking for colleagues who are ready to join us on this journey. Tomorrow can’t wait, let’s shape it together!

The Senior Manager, Early Career Talent Attraction leads the strategy and execution of early career attraction and pipeline development for all programs (Internship, Co-Op, Global Graduate, and Apprenticeship) ensuring the organization builds sustainable, high-quality talent pipelines aligned to workforce plans. Reporting to the Senior Director of Talent Acquisition, this role partners closely with recruiters, HR Business Partners, hiring leaders, BPO recruiters, and program stakeholders to deliver consistent, high-touch candidate experiences and measurable hiring outcomes.

As the execution leader for early career attraction, this role turns enterprise workforce plans into real, ready-to-hire pipelines, strengthening long-term talent supply, improving hiring predictability, and elevating the early career candidate experience. By building durable campus partnerships and scalable recruiting cycles, the Senior Manager helps reduce reactive hiring pressure and supports the strategy set by the Senior Director of Talent Acquisition in delivering a future-ready attraction engine

Your key responsibilities will include:

Early Career Attraction Strategy & Planning

• Develop and execute the annual early career attraction plan (campus, internship/co-op, and entry-level) in alignment with Talent Acquisition priorities and business workforce needs.
• Translate workforce plans into target school/market strategies, hiring forecasts, and pipeline build plans by role family, geography, and diversity goals.
• Seek ways to continuously improve the enterprise attraction operating model, ensuring early career efforts integrate with broader sourcing and recruiter workflows.

Campus & University Relations

•  Build and manage strategic relationships with target universities, student organizations, and early talent communities to strengthen brand presence and pipeline access.
• Design and deliver campus engagement plans (info sessions, career fairs, events, faculty partnerships) with clear conversion goals from awareness to applicants to hires.
• Partner with local and global Employer Brand/Communications teams (as applicable) to align early career messaging, content, and on-campus presence to EVP and critical skill needs.

Early Career Programs & Candidate Experience

•  Lead end-to-end early career recruitment cycles, including event strategy, applicant flow management, selection support, and offer acceptance initiatives.
• Create consistent candidate communication standards, interview experiences, and service-level expectations in partnership with recruiters and hiring teams.
• Partner with program owners (e.g., intern program, onboarding, learning) to ensure a strong conversion path from intern/co-op to full-time roles.

Sourcing, Referrals & Talent Community Building

• Build evergreen early career talent communities through proactive outreach, event follow-up, and relationship management, enabling faster future hiring cycles.
• Operationalize early career referral tactics (employee/alumni/student referrals) and support broader enterprise referral initiatives.
• Advise BPO recruiters on early career sourcing approaches, competitive intelligence, and campus market dynamics to improve quality and speed of hire.

Vendor, Event & Budget Management

• Manage early career recruiting investments such as campus tools, events, and partnerships, ensuring spend aligns to hiring outcomes and ROI expectations.
• Coordinate vendor and campus partner performance (where applicable), including service expectations, event logistics, and continuous improvement opportunities.
• Ensure early care