As an intern, you will join over 5,000 talented individuals who are leaders, critical thinkers, accountable, curious, flexible, and results-minded all driving toward the same goal - to delight customers and drive sales through multiple channels. In addition, you will join a diverse group of individuals from a variety of colleges, universities, and areas of study. Some highlights of our internship program include:
Paid Internship: $20/hour
Twelve-week program: May 19 – August 8, 2025
Full-time opportunity: 8am – 5pm CT
Summer Hours: Work ends on Fridays at 1pm CT
Team building and networking activities
Group projects and career-building workshops
Leadership and cross-functional learning opportunities
Assigned mentor focused on your growth and development
Senior leader speaker series
Lands’ End merchandise discount
We can offer relocation assistance, if needed, please discuss qualifying expenses with your recruiter during the interview process.
Location- Hybrid in Dodgeville, WI
This is a hybrid role with three weeks per month onsite (Mon – Thurs). The primary work location is our corporate campus in Dodgeville, WI and you will perform work both on-site and remotely each week. You must reside or relocate within a commutable distance of the office for this position. Don’t worry, we have you covered, Lands’ End offers relocation assistance.
Our internship program is designed with future leaders in mind and serves as a pipeline for top talent. The Intern experience at Lands’ End is a comprehensive development-based role, designed to facilitate a robust career path in Human Resources. As an HR Generalist Intern, you’ll be involved in diverse projects focusing on recruitment, compensation, and talent development. You’ll gain hands-on experience in these critical HR functions while working alongside experienced HR professionals who are eager to support your growth and development.
Key Responsibilities:
Recruitment Support:
Assist in drafting and posting job descriptions across various job boards and social media platforms.
Screen applications, conduct initial phone screenings, and schedule interviews.
Provide administrative support for new hire onboarding.
Engagement & Inclusion Support:
Partners with Inclusion Council to update industry inclusion surveys.
Performs research and evaluates ongoing development of inclusion policies, practices, and processes.
Compensation, Benefits & Human Resource Information Systems (HRIS):
Help improve employees’ understanding of their benefits through SharePoint pages, new hire presentations and onboarding, and other communications.
Review job descriptions to ensure they are appropriately graded, up-to-date and accessible in HRIS system for employees, managers, and job seekers
Participate in the summer project with fellow interns that will be presented to leadership.
Other duties as assigned.
Successful candidates are passionate about the employee experience and company culture. They also possess the following skills:
Currently enrolled in a Bachelor’s program in Human Resources, Business, or a related field. 3rd year course completion by Summer 2025. This is not a graduate level internship.
Strong organizational and communication skills, with attention to detail.
High level of initiative, motivation, positive attitude, and ability to represent the brand and culture to prospective employees.
Ability to multi-task, work with a team, deadline driven, high quality work, desire to work in a demanding environment while managing multiple projects.
Outstanding written and verbal communication skills.
Proficient in Microsoft Office Suite (Excel, PowerPoint, Word).
Able to work independently and collaboratively in a fast-paced environment.
Previous internship or coursework in HR is a plus but not required.
#LandsEndCareers
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
