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Hr Rotational Program Jobs in Texas (NOW HIRING)

Adecco

Production Technician AM Shift

Austin, TX

$20/hr

... hr Rotating 2-2-3 Schedule * Front Half: Every other Wednesday, Thursday-Saturday * Back Half ... EAP program, commuter benefits and a 401K plan. Our benefit offerings provide employees the ...

SwiftX Inc.

Management Trainee

Irving, TX · On-site

$25/hr

This one-year rotational development program is designed to cultivate future operations leaders ... Pay $25/hr * 7 PTO days * 5 Paid Sick Leave Days * 6 Paid Holidays * 401K * Medical insurance ...

SwiftX Inc.

Management Trainee

Irving, TX · On-site

$25/hr

This one-year rotational development program is designed to cultivate future operations leaders ... Pay ：$25/hr * 7 PTO days * 5 Paid Sick Leave Days * 6 Paid Holidays * 401K * Medical insurance ...

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How much do hr rotational program jobs pay per hour?

As of Jul 30, 2026, the average hourly pay for hr rotational program in Texas is $24.19, according to ZipRecruiter salary data. Most workers in this role earn between $19.04 and $26.63 per hour, depending on experience, location, and employer.

What is the difference between Hr Rotational Program vs HR Coordinator?

AspectHr Rotational ProgramHR Coordinator
Required credentialsBachelor's degree often in HR, Business, or related fieldsBachelor's degree in HR, Business, or related fields
Work environmentStructured, rotational assignments across HR functionsOffice-based, supporting HR operations and employee relations
Employer and industry usageCommon in large corporations for talent developmentWidely used in various industries for HR support roles
Search and comparison intentUnderstanding training programs vs HR support rolesClarifying entry-level HR roles and responsibilities

The HR Rotational Program is a structured development initiative offering rotations across HR functions, ideal for gaining broad experience. In contrast, an HR Coordinator handles specific HR tasks and supports daily HR operations. Both roles often require similar educational backgrounds but differ in scope and career focus.

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

To thrive in an HR Rotational Program, you typically need a bachelor's degree in human resources, business, or a related field, along with a foundational understanding of HR principles and practices. Familiarity with HRIS platforms, applicant tracking systems, and data analysis tools is often required. Strong interpersonal skills, adaptability, and effective communication help individuals excel as they navigate various HR functions and teams. These competencies enable participants to quickly learn, contribute across multiple HR areas, and build a well-rounded foundation for a successful HR career.

What is an HR Rotational Program?

An HR Rotational Program is a structured development initiative designed for early-career professionals or recent graduates interested in Human Resources. Participants rotate through multiple HR functions such as recruitment, employee relations, training and development, and compensation over a set period, usually 1-3 years. This exposure helps them gain a broad understanding of HR practices and prepares them for specialized or leadership roles within the organization. The program often includes mentorship, formal training, and networking opportunities to accelerate career growth.

What types of projects and rotations can participants expect in an HR Rotational Program?

Participants in an HR Rotational Program typically rotate through various HR functions such as talent acquisition, employee relations, compensation and benefits, and learning and development. Each rotation offers hands-on experience with key processes like recruiting, onboarding, performance management, and HR analytics. This structure helps participants build a well-rounded understanding of HR operations, develop cross-functional skills, and network with professionals across the organization. The variety of assignments prepares candidates for advanced HR roles by exposing them to both strategic and operational challenges.
What are popular job titles related to Hr Rotational Program jobs in Texas? For Hr Rotational Program jobs in Texas, the most frequently searched job titles are:
What job categories do people searching Hr Rotational Program jobs in Texas look for? The top searched job categories for Hr Rotational Program jobs in Texas are:
Hr Rotational Program jobs near you
Infographic showing various Hr Rotational Program job openings in Texas as of July 2026, with employment types broken down into 1% As Needed, 75% Full Time, 18% Part Time, 1% Temporary, 4% Contract, and 1% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $50,314 per year, or $24.2 per hour.

Director, Technology Rotational Program

Fidelity Investments

Westlake, TX • On-site

Full-time

Posted 13 days ago

Fidelity Investments rating

8.7

Company rating: 8.7 out of 10

Based on 270 frontline employees who took The Breakroom Quiz

15th of 150 rated financial services

Job description


Note: Fidelity is not providing immigration sponsorship for this position
The Role
As the Director, Technology Rotational Program, you will provide strategic leadership and oversight for the execution and evolution of the rotational portion of the Leap Program, Fidelity's early career program for software engineers and system analysts. This role is accountable for defining and operationalizing the rotational experience, ensuring alignment between enterprise talent needs and associate development.
You will lead a team of rotation managers, who will directly report to you, and will be responsible for creating a scalable, high-impact model for rotational placements. As a key leader within the Leap Program, you will partner closely with senior business leaders, HR, and Enterprise Technology stakeholders to shape the pipeline of early career talent to ensure delivery of meaningful, business-critical project work.
You will serve as a decision maker in determining which projects are approved for rotation assignments, working with technology leaders to evaluate scope, skill alignment, and developmental value. You will balance talent development and organizational priorities to ensure the program delivers measurable value to both associates and the business. You will manage the process to place talent into post-rotation roles and develop an intentional program to ensure their transition is effective.
This role will report directly to the Head of Learning and Development, Enterprise Technology and collaborate closely with the Director, Leap US Program, the Director, Leap Curriculum, the Leap Program Managers, and the broader ET Learning and Development team, ensuring seamless integration across onboarding, learning, and rotation execution.
The Expertise and Skills You Bring
  • Bachelor's degree, or equivalent, with 10 plus years of relevant experience in program leadership, talent development, preferably in technology organizations
  • Proven experience leading and developing leaders (managers of managers experience preferred)
  • Strong strategic mindset with the ability to design and scale technology talent programs aligned to business priorities
  • Demonstrated ability to work in high-paced environments with the ability to pivot as needed
  • Experience partnering with technology organizations/teams; strong understanding of technical roles, skillsets, and workforce trends preferred
  • Ability to evaluate business needs and translate them into rotational experiences
  • Excellent communication and executive presence, with the ability to lead through influence and drive alignment

The Value You Deliver
  • Define and lead the execution of the Leap rotational experience
  • Lead, coach, and develop a team of Leap Rotational Managers, establishing clear expectations and driving consistent execution
  • Partner with senior business leaders to identify workforce needs and align rotational opportunities to critical skill areas
  • Facilitate a process with business leaders and HR business partners to evaluate and approve rotational project work based on business value and developmental impact
  • Drive consistency and scalability in how rotational assignments are structured, delivered, and evaluated
  • Leverage data and insights such as performance trends, skill gaps, and business demands to continuously refine the rotational model
  • Collaborate with the Leap Curriculum team to align learning pathways with rotational experiences and evolving technical skill demands
  • Support ongoing engagement and development of Leap alumni
  • Lead the process to determine placement of rotational associates into role and the onboarding program to support a seamless transition
  • Support Leap Rotational Managers with complex associate and business challenges during the rotational program

Note: Depending on location, up to 25% travel may be required to support cohorts across the US Regional model.
The Team
The Leap US team is a critical part of the Enterprise Technology (ET) Learning and Development organization, which is a part of the ET HR organization. The Leap US team is responsible for end-to-end program management of the Leap program implementation in the US. The Leap program also operates in Ireland and India.
Fidelity's Onsite Working Model
Fidelity is transitioning to a full-time onsite working model through a phased rollout across regions and roles. Currently, some roles and locations require 100% onsite presence, while others require less. Onsite expectations are likely to evolve as the rollout continues. This transition does not apply to fully remote roles.
Certifications:
Category:
Human Resources
Please be advised that Fidelity's business is governed by the provisions of the Securities Exchange Act of 1934, the Investment Advisers Act of 1940, the Investment Company Act of 1940, ERISA, numerous state laws governing securities, investment and retirement-related financial activities and the rules and regulations of numerous self-regulatory organizations, including FINRA, among others. Those laws and regulations may restrict Fidelity from hiring and/or associating with individuals with certain Criminal Histories.

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