We are seeking an experienced Early Careers & Apprenticeship Manager to lead the development, delivery and performance of early careers programmes across Arriva UK Bus operations, with apprenticeships forming the core focus of the role.
This position will play a critical role in building sustainable talent pipelines and developing the future skills and capability required to support the business's operational, engineering and corporate priorities. Working closely with business leaders, operational management teams, HR, Talent Acquisition and external partners, you will ensure early careers programmes are aligned to workforce planning requirements, succession pipelines and critical capability needs.
The role is accountable for the end-to-end management of apprenticeship programmes, alongside the development and coordination of broader early careers initiatives including graduate programmes, internships, work experience, traineeships and other emerging talent pathways. You will maximise apprenticeship levy investment while creating an engaging and effective early careers offering that attracts, develops and retains future talent across the business.
This role can be based at our Thurmaston, Sunderland, Aintree or Durham Bus Depot office and operates on a hybrid basis, with a minimum of three days per week in the office.
Early Careers Strategy & Programme Management
- Develop and deliver the Operations Early Careers strategy, ensuring programmes support current and future workforce requirements.
- Lead the design and implementation of apprenticeship pathways across operational, engineering and business support functions.
- Develop and coordinate broader early careers initiatives, including graduate, undergraduate, internship, placement and work experience programmes.
- Create and maintain an early careers demand plan aligned to workforce planning objectives, business priorities and future capability requirements.
- Partner with business leaders to identify skills gaps and develop talent solutions that support operational performance and succession planning.
- Promote Arriva as an employer of choice for emerging talent through targeted attraction and engagement initiatives.
Apprenticeship Programme Leadership
- Manage the end-to-end apprenticeship lifecycle including attraction, recruitment, onboarding, learner support, programme monitoring, completion and progression.
- Ensure apprenticeship programmes deliver high-quality learner experiences and strong business outcomes.
- Monitor apprentice engagement, achievement, completion and progression rates, implementing interventions where required.
- Coach and support line managers, mentors and stakeholders to maximise apprentice success and long-term career development.
- Ensure apprenticeship programmes comply with funding regulations, apprenticeship standards, quality requirements and internal governance processes.
- Manage apprenticeship levy investment effectively, maximising utilisation and return on investment.
Talent Attraction & Stakeholder Engagement
- Partner with Talent Acquisition teams to attract, recruit and onboard high-potential early careers talent.
- Build relationships with schools, colleges, universities, training providers and industry bodies to strengthen talent pipelines.
- Develop initiatives that increase awareness of careers within Arriva and support social mobility, diversity and inclusion objectives.
- Support events, careers fairs and outreach activities to enhance Arriva's employer brand within key talent markets.
Performance & Continuous Improvement
- Manage training provider and supplier relationships, ensuring high standards of delivery and learner outcomes.
- Define and track programme KPIs across apprenticeships and early careers programmes, reporting on performance, diversity, retention, completion and business impact.
- Produce regular insight and recommendations for senior stakeholders to drive continuous improvement.
- Continually review programme effectiveness to ensure alignment with changing business requirements, industry developments and future workforce needs
- Proven experience managing apprenticeship and/or early careers programmes within operational, engineering, transport, logistics or similarly complex environments.
- Strong understanding of apprenticeship funding, compliance requirements, levy management and apprenticeship standards.
- Experience designing and delivering talent pipeline or emerging talent programmes.
- Demonstrable experience working with operational and technical populations.
- Strong stakeholder management skills with the ability to influence leaders, managers, training providers and external partners.
- Experience managing external suppliers and education partners.
- Strong programme and project management capabilities.
- Excellent communication and relationship-building skills.
- Data-driven with experience measuring programme performance and business outcomes.
- Experience preparing reports and presentations for senior stakeholders.
- Strong organisational and planning skills.
- Willingness to travel regularly across a national operation.
Desirable experience
- Experience within transport, bus, engineering, logistics or infrastructure sectors.
- Knowledge of apprenticeship standards relevant to operational, engineering or technical populations.
- Experience delivering graduate, placement, internship or work experience programmes.
- Experience with workforce planning, talent development and succession planning.
- Experience managing apprenticeship levy budgets and maximising funding utilisation.
- Understanding of early careers attraction strategies and employer branding initiatives.
#LI-HC1
