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Emerging Leaders Program information

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$90.6K

$117.5K

How much do emerging leaders program jobs pay per year?

As of Jul 7, 2026, the average yearly pay for emerging leaders program in the United States is $90,556.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,500.00 and $116,500.00 per year, depending on experience, location, and employer.

What types of projects and responsibilities can participants expect during an Emerging Leaders Program?

Participants in an Emerging Leaders Program typically work on cross-functional projects that address real business challenges, allowing them to gain hands-on experience in different departments. These responsibilities often include collaborating with senior leaders, presenting project findings, and leading small teams or initiatives. The program is designed to expose individuals to various aspects of the organization, helping them develop leadership capabilities and strategic thinking. This structure not only prepares participants for future managerial roles but also fosters strong professional networks within the company.

What is an Emerging Leaders Program?

An Emerging Leaders Program is a structured development initiative designed to identify and cultivate high-potential employees for future leadership roles within an organization. These programs typically include mentorship, training, networking opportunities, and hands-on projects to build key leadership skills. Participants gain exposure to various facets of the business, develop strategic thinking abilities, and often receive guidance from senior leaders. The goal is to prepare participants to take on greater responsibility and contribute to the organization's long-term success.

What are the key skills and qualifications needed to thrive in an Emerging Leaders Program, and why are they important?

To thrive in an Emerging Leaders Program, candidates typically need a strong academic background, demonstrated leadership potential, and relevant experience in their field. Familiarity with project management tools, data analysis software, and sometimes certifications in leadership or management are often beneficial. Outstanding communication, adaptability, and problem-solving skills help participants stand out as they collaborate and drive initiatives. These skills and qualities are crucial for developing future leaders who can effectively navigate complex organizational challenges and drive growth.

What is the difference between Emerging Leaders Program vs Management Trainee?

AspectEmerging Leaders ProgramManagement Trainee
CredentialsTypically requires a bachelor's degree, leadership potential, and sometimes specific industry certificationsUsually requires a bachelor's or master's degree, often with a focus on business or management
Work EnvironmentStructured leadership development in corporate or organizational settingsRotational assignments across departments within a company
Employer & Industry UsageCommon in large corporations across various industries for developing future leadersWidely used in multinational companies, especially in finance, consulting, and manufacturing sectors

The Emerging Leaders Program focuses on cultivating leadership skills through structured development, often with mentorship and training, while Management Trainee programs emphasize rotational experiences to prepare participants for managerial roles. Both aim to develop future professionals but differ in approach and structure.

What cities are hiring for Emerging Leaders Program jobs? Cities with the most Emerging Leaders Program job openings:
What states have the most Emerging Leaders Program jobs? States with the most job openings for Emerging Leaders Program jobs include:
What job categories do people searching Emerging Leaders Program jobs look for? The top searched job categories for Emerging Leaders Program jobs are:
Emerging Leaders Program jobs near you
Infographic showing various Emerging Leaders Program job openings in the United States as of July 2026, with employment types broken down into 93% Full Time, 5% Part Time, and 2% Contract. Highlights an 84% Physical, 4% Hybrid, and 12% Remote job distribution, with an average salary of $90,556 per year, or $43.5 per hour.
Finance & Accounting Emerging Leaders Program (ELP)

Finance & Accounting Emerging Leaders Program (ELP)

Boston Scientific

Great Barrington, MA

$18.50 - $24.25/hr

Other

Re-posted 28 days ago

Boston Scientific rating

8.5

Company rating: 8.5 out of 10

Based on 119 frontline employees who took The Breakroom Quiz

35th of 527 rated manufacturers

Job description

Hiring Manager: [[hiringManagerName]]
Recruiter: Kayleigh Elise Flanigan

About Role:

We will consider qualified applicants of all ages who are starting (or restarting) their careers

 

Relocation assistance is not available for this summit, and participation is unpaid

 

Boston Scientific will not offer sponsorship or take over sponsorship of an employment visa for this position at this time

Our Purpose:

The Finance & Accounting Emerging Leaders Program (ELP) is a three-day immersive leadership summit designed to introduce rising juniors pursuing a degree/ concentration in Accounting or Finance to Boston Scientific's Finance organization. The program provides a comprehensive view of our business units, financial functions, and corporate culture through a curated mix of leadership development, networking, and team-building experiences.

Participants will also have an opportunity to interview for the Summer 2027 Finance Internship Program, which serves as a vital step in our talent pipeline leading to potential full-time roles in the Finance Leadership Development Program (FLDP) after graduation.

Program Highlights:

  • Leadership Spotlights - Engage with finance leaders and gain insights into their career journeys and leadership philosophies.
  • Networking Events - Connect with professionals across diverse finance functions.
  • Workshops - Participate in interactive sessions focused on peer collaboration, problem-solving, and preparing for future opportunities.
  • Product Demonstrations - Experience our latest innovations and technologies firsthand.
  • Company Overviews - Learn about Boston Scientific's mission, values, and strategic goals.

Finance Internship Opportunity:

On the final day of the summit, participants will have the opportunity to interview for the Summer 2027 Finance Internship. This internship is a critical step in our development pipeline, designed to lead to full-time opportunities in the Finance Leadership Development Program (FLDP). The path includes:

    1. Emerging Leaders Program (ELP)
    2. Finance Summer Internship
    3. Finance Leadership Development Program (FLDP)

Required Qualifications:  

  • Rising juniors with Accounting or Finance majors/ concentrations from an accredited college.
  • Demonstrated leadership and teamwork experience.
  • Proficiency in Microsoft Excel.
  • Must be able to commit to dates of August 4-6, 2026. 
  • Must have reliable transportation to and from the Marlborough, MA, Boston Scientific location.
  • Must be eligible to work in the U.S. without company sponsorship, now or in the future, for employment-based work authorization. 

Preferred Qualifications: 

  • Strong communication and collaboration skills.
  • Effective time management and organization abilities.
  • Exhibit interest in accounting, finance, other business functions, and healthcare/medical technology. 

Requisition ID: 614141

The anticipated compensation listed above and the value of core and optional employee benefits offered by Boston Scientific (BSC) - see www.bscbenefitsconnect.com--will vary based on actual location of the position and other pertinent factors considered in determining actual compensation for the role. Compensation will be commensurate with demonstrable level of experience and training, pertinent education including licensure and certifications, among other relevant business or organizational needs. At BSC, it is not typical for an individual to be hired near the bottom or top of the anticipated salary range listed above.

Compensation for non-exempt (hourly), non-sales roles may also include variable compensation from time to time (e.g., any overtime and shift differential) and annual bonus target (subject to plan eligibility and other requirements).

Compensation for exempt, non-sales roles may also include variable compensation, i.e., annual bonus target and long-term incentives (subject to plan eligibility and other requirements).

For MA positions: It is unlawful to require or administer a lie detector test for employment. Violators are subject to criminal penalties and civil liability.

Boston Scientific Corporation has been and will continue to be an equal opportunity employer. To ensure full implementation of its equal employment policy, the Company will continue to take steps to assure that recruitment, hiring, assignment, promotion, compensation, and all other personnel decisions are made and administered without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identify, gender expression, veteran status, age, mental or physical disability, genetic information or any other protected class.

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