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Human Resource Rotational Program Jobs in Dallas, TX

Insperity

Human Resource Representative

Dallas, TX

We offer continuous learning programs, mentorship opportunities and ongoing training. Well-Being ... Human Resource Representative This position is responsible for partnering with our clients and ...

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Human Resource Rotational Program information

See Dallas, TX salary details

$26.2K

$43.8K

$59.4K

How much do human resource rotational program jobs pay per year?

As of Jul 29, 2026, the average yearly pay for human resource rotational program in Dallas, TX is $43,768.00, according to ZipRecruiter salary data. Most workers in this role earn between $37,100.00 and $47,500.00 per year, depending on experience, location, and employer.

What is a Human Resource Rotational Program?

A Human Resource Rotational Program is a structured early-career development initiative offered by many organizations. Participants rotate through various HR functions, such as recruitment, benefits administration, employee relations, and talent development, over a set period (usually 1-3 years). The goal is to provide broad exposure, hands-on experience, and a comprehensive understanding of HR operations, helping participants identify their strengths and preferred HR specialties. These programs often include mentorship, training sessions, and networking opportunities to support professional growth.

What are the key skills and qualifications needed to thrive in a Human Resource Rotational Program, and why are they important?

To thrive in a Human Resource Rotational Program, candidates generally need a bachelor's degree in human resources, business, or a related field, along with foundational knowledge in HR principles and practices. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and, in some programs, certification like SHRM-CP or PHR can be advantageous. Strong interpersonal skills, adaptability, and effective communication help participants excel while rotating through various HR functions and collaborating with diverse teams. These skills and qualifications are crucial for building a broad HR skill set, delivering value across departments, and preparing for future leadership roles.

What is the difference between Human Resource Rotational Program vs HR Coordinator?

AspectHuman Resource Rotational ProgramHR Coordinator
CredentialsBachelor's degree often required; some programs may prefer HR certificationsBachelor's degree in HR, Business, or related field; certifications are a plus
Work EnvironmentStructured, rotational assignments across HR functions, often in large organizationsOffice-based, supporting HR functions like recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in large corporations and multinational companies for developing future HR leadersWidely used across industries for entry-level HR support roles

The Human Resource Rotational Program is designed to give participants broad exposure to HR functions through rotations, preparing them for future leadership roles. In contrast, HR Coordinators focus on supporting specific HR tasks and processes. Both roles require similar educational backgrounds, but the rotational program offers a comprehensive development experience, while the coordinator role emphasizes operational support.

What kinds of projects and experiences can participants expect during a Human Resource Rotational Program?

Participants in a Human Resource Rotational Program typically gain exposure to multiple HR functions, such as talent acquisition, employee relations, compensation and benefits, and learning and development. Throughout the rotations, you may work on projects like supporting recruitment campaigns, managing onboarding processes, assisting with performance management, or helping develop employee engagement initiatives. This structure is designed to help you build a comprehensive understanding of HR practices, develop a broad skill set, and identify areas of interest for long-term career growth. Collaboration with HR business partners, managers, and other departments is common, offering valuable networking and mentorship opportunities.
What are popular job titles related to Human Resource Rotational Program jobs in Dallas, TX? For Human Resource Rotational Program jobs in Dallas, TX, the most frequently searched job titles are:
What job categories do people searching Human Resource Rotational Program jobs in Dallas, TX look for? The top searched job categories for Human Resource Rotational Program jobs in Dallas, TX are:
What cities near Dallas, TX are hiring for Human Resource Rotational Program jobs? Cities near Dallas, TX with the most Human Resource Rotational Program job openings:
Human Resource Rotational Program jobs near you
Infographic showing various Human Resource Rotational Program job openings in Dallas, TX as of July 2026, with employment types broken down into 74% Full Time, 13% Part Time, and 13% Contract. Highlights an 93% In-person, and 7% Remote job distribution, with an average salary of $43,768 per year, or $21 per hour.
Director, Technology Rotational Program

Director, Technology Rotational Program

Fidelity Investments

Westlake, TX • On-site

Full-time

Posted 12 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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