Early Talent and Learning Manager

Job Description Summary

The Early Talent & Learning Manager serves as the primary architect for the organization's early-career talent acquisition strategy and learning governance. This position oversees the full lifecycle of student engagement-from high school and university partnerships to the execution of dual education programs. Furthermore, the role ensures that organizational training frameworks and soft-skill initiatives are fully compliant with ISO standards and regulatory reporting requirements.

Job Description

I. Key Accountabilities/ Execution

• Build and maintain strategic partnerships with local vocational and profession-relevant schools, ensuring ongoing engagement and long-term collaboration
• Ensure a continuous pipeline of students to support factory staffing needs during the school year as well as throughout the summer holiday period
• Prepare the facility for chamber of commerce approval and audit processes, and continuously monitor compliance with all related requirements, including staffing, equipment, and facility requirements
• Coordinate interim inspections and follow up on legislative changes affecting vocational training requirements, updating internal processes accordingly and intervening where necessary
• Monitor relevant professional competitions and encourage student participation to support talent development and engagement
• Work closely with Internal Communications on employer branding initiatives and ensure GEV's visibility and representation at professional competitions, school forums, and related events
• Delivering on defined KPIs regarding early-career hiring volume and quality of talent conversion
• Institutional Stewardship: Managing high-level strategic relationships with academic partners to bolster the company's employer value proposition
• Governance & Compliance: Maintaining institutional integrity through strict adherence to ISO-aligned training policies and accurate statutory reporting (KSH)
• Further tasks not involved in this Job Description that the immediate leader assigns with, verbally or in writing

• Team management and improvement
• Strategic Pipeline Development: Delivering on defined KPIs regarding early-career hiring volume and quality of talent conversion
• Institutional Stewardship: Managing high-level strategic relationships with academic partners to bolster the company's employer value proposition
• Governance & Compliance: Maintaining institutional integrity through strict adherence to ISO-aligned training policies and accurate statutory reporting (KSH)

• Strategic Pipeline Development: Delivering on defined KPIs regarding early-career hiring volume and quality of talent conversion
• Institutional Stewardship: Managing high-level strategic relationships with academic partners to bolster the company's employer value proposition
• Governance & Compliance: Maintaining institutional integrity through strict adherence to ISO-aligned training policies and accurate statutory reporting (KSH)
• All HR related requests by members of the team
• Immediately shut down the operation when realized life or serious injury risk present

• Bachelor's Degree in Human Resources, Business Administration, Economics, or a related field
• Proven experience in early talent recruitment, employer branding, or L&D management within a corporate setting
• Professional fluency in English and Hungarian is mandatory
• Experience in cooperation with chambers of commerce on dual education
• Proven track record in managing HR processes within an ISO-certified environment and familiarity with Hungarian statutory labor reporting requirements
• Unwavering attention to detail regarding documentation, policy compliance, and regulatory deadlines
• Advanced command of HR Information Systems (HRIS) and sophisticated data management capabilities (e.g., Excel/BI tools) for KPI tracking

• Ability to represent the organization at the executive level and build professional credibility with academic stakeholders
• Capacity to align early talent initiatives with broader corporate growth objectives and organizational requirements
• Excellent influencing, interpersonal and communications skills (both written and verbal) with all levels of the organization
• Strong team player - collaborates well with others to solve problems and actively incorporates input from various sources
• Strong problem-solving skills -communicates in a clear manner and effectively evaluates information / anticipates obstacles and develops plans to resolve
• Change oriented - actively generates process improvements, champions and drives change initiatives
• Project Management experience