Supply Chain HR Specialist - Early Careers

Clorox is the place that’s committed to growth – for our people and our brands. Guided by our purpose and values, and with people at the center of everything we do, we believe every one of us can make a positive impact on consumers, communities and teammates. Join our team. #CloroxIsThePlace Your role at Clorox: As a Supply Chain HR Specialist - Early Careers you will own and support key talent and people programs across Clorox Supply Chain organization. You will lead the end-to-end recruiting lifecycle for assigned early-career and development programs and partner with cross-functional stakeholders to design, execute, measure, and continuously improve programs related to leadership development and campus recruiting. The successful candidate is a hands-on program owner who can translate strategy into clear processes, deliver an effective candidate and participant experience, maintain strong operating discipline, and use data and feedback to improve outcomes. This role is based at our corporate site in Alpharetta, GA, with a hybrid work schedule of three days in the office and two days working from home each week. In this role, you will: Early-Career Recruiting & Talent Programs Own the end-to-end recruiting lifecycle for assigned Supply Chain early-career programs, including hiring allocations planning, requisition intake, sourcing strategy, candidate attraction, screening, interview coordination, selection, offer support, pre-boarding, onboarding, and conversion or placement activities. Lead the operational execution of Supply Chain rotational and internship programs, ensuring an effective experience for candidates, participants, managers, and program stakeholders. Develop recruiting and program calendars, selection processes, interview tools, communications, manager resources, and participant materials that enable consistent execution. Manage candidate and program data accurately in Workday and related tools; monitor requisition status, candidate movement, offers, hiring progress, and program milestones. Support campus events, conferences, and other talent-engagement activities, including logistics, stakeholder preparation, budget management, and follow-up. Program Management, Metrics & Continuous Improvement Manage programs from initial planning through completion, with clear objectives, milestones, owners, risks, budgets, and measures of success. Establish and maintain program metrics such as application flow, time to fill, offer acceptance, intern conversion, placement, retention, participant experience, and hiring-manager satisfaction. Use data, stakeholder feedback, and lessons learned to identify root causes, recommend improvements, and strengthen recruiting and program outcomes. Document standard work, governance, decision rights, and operating procedures to improve clarity, consistency, scalability, and continuity. Maintain program resources and digital tools, including SharePoint sites, trackers, templates, and participant or manager communications. Workforce Skill Progression & People Programs Support the governance and ongoing administration of the enterprise production workforce skill progression framework, ensuring alignment with workforce capability and development priorities. Provide governance and operational support for the Positive Employee Relations Strategy and other Supply Chain people priorities. Partner with HR Centers of Excellence and Supply Chain HR leaders to operationalize programs, clarify roles and handoffs, and sustain adoption across locations. Stakeholder Partnership Build trusted partnerships with business leaders, HR partners, Talent Acquisition, participants, and external stakeholders at all levels of the organization. Facilitate working sessions, communicate decisions and progress, surface risks early, and drive timely follow-through across multiple stakeholders. Balance multiple priorities while maintaining attention to detail, strong customer service, and focus on measurable…

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