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Janani Sankar, MS, completed ARUP’s returnship program, was hired full-time as a research associate, and now encourages others who have taken a career break to participate in a returnship.
When ARUP Laboratories launched its returnship program, the goal was simple: to help skilled individuals reenter the workforce after a career break. Just over a year later, eight people have joined the program, and six of those eight have been hired into part-time or full-time roles.
A returnship provides short-term, paid opportunities for professionals, including veterans, who have an employment gap of at least one year. Like an internship, the program offers access to mentors, networking opportunities, and skills development.
Tracy George, MD, ARUP’s chief scientific officer and Innovation Business Unit president, created the returnship program with ARUP’s Human Resources (HR) team and guidance from BioHive’s Women in Technology and Science (WITS) community, for which she serves as a leadership team member. George said ARUP’s program is unique in that it supports professionals involved in all aspects of the life sciences industry, including those working in business development and marketing.
“It takes a village to support successful life science work, and part of ARUP’s mission is to support our employees and potential employees with novel programs like returnships,” George said.
A Returner’s Journey: Janani’s Story
Janani Sankar, MS, was born and raised in India. She has a master’s degree in biotechnology and was working at a pharmaceutical company when she stepped away from her career. After her marriage, she moved to the United States, volunteered at Huntsman Cancer Institute while waiting for work authorization, and spent precious time with her now 3-year-old son.
She discovered ARUP’s returnship program while job hunting online. What began as a tentative application quickly turned into a life-changing opportunity.
“I was intimidated at first,” Janani recalled. “But everyone was so welcoming. Even in the break room, people would stop and talk to me. I felt like I belonged.”
Placed in the ARUP Institute for Research and Innovation in Diagnostic and Precision Medicine™ (R&I Institute) as a project management returner, Janani was given meaningful work from day one. She helped design and launch the internal SharePoint site in collaboration with colleagues in Corporate Marketing and Public Relations (Marketing) and Information Technology, and she gained confidence through hands-on experience. Her initiative and adaptability led to a full-time role as a research associate, a position that aligned with her scientific background and career goals.
“I was treated like a team member, my opinions were valued, and it built my confidence,” she said. “That made all the difference.”
A Culture of Advocacy and Flexibility
Behind the scenes, ARUP’s HR team works to ensure returners are set up for success. From personalized recruiter outreach to department advocacy, the program is designed to meet people where they are.
“We don’t just bring someone in for 12 weeks and call it done,” explained Claire Adam, SPHR, a senior HR business partner. “We continue to advocate for them, even if they don’t stay at ARUP. We help them find the right fit—here or elsewhere.”
This commitment to flexibility has been key. Some returners, like Janani, transitioned into full-time roles. Others have found part-time positions that fit their family needs. And in some cases, returners were hired directly into full-time roles without going through a returnship first because they were recognized to be a good fit for an open position.
“Anyone who fills out the interest form online is going to hear from a recruiter, and those conversations allow returners to demonstrate their capabilities beyond their resumes,” Adam said.
A Win-Win for Departments
While some supervisors were initially hesitant or unsure how to structure a meaningful short-term project, the results have been overwhelmingly positive.
“Supervisors expected it to be a heavy lift,” shared Rachel Lovato, MS, a senior HR business partner. “But they’ve been surprised by how quickly returners contribute. It’s not just a feel-good initiative; it’s smart business.”
Departments like Marketing and HR and the R&I Institute have all benefited from the fresh perspectives and strong work ethic returners bring. In fact, some teams are already asking for more.
What’s Next for the Program?
ARUP’s returnship program is evolving. Plans are underway to build a stronger community among returners, offer additional onboarding support, and provide further training. The goal is to make the experience even more seamless and empowering, but the heart of the program remains the same: Give people a chance to prove themselves.
“Returners are eager, capable, and ready to contribute,” said Adam. “All they need is a foot in the door.”
ARUP departments that have projects that could benefit from a returner’s skills can reach out to HR to explore options. The program is flexible, budget friendly, and impactful.
How To Get Involved
For potential returners: You don’t need to see a job posting to get started. Fill out the interest form, and a recruiter will reach out to explore opportunities that match your background and goals.
As Janani put it, “Just take that first step. Don’t doubt yourself. ARUP is a place where people believe in you even before you believe in yourself.”
Anyone interested in a returnship at ARUP can apply for an open position on our job board or submit an interest form to help HR customize opportunities for selected returnees and match them with an appropriate department. Learn more about the returnship program here.
Bonnie Stray, bonnie.stray@aruplab.com
