Human Resources Manager

Job Description

In this vital role you will own the strategy and execution of early career talent pipelining for multiple Amgen Operations sites, building a high-quality flow of talent into critical roles through internships, co-ops, apprenticeships, and rotational/early talent programs. You will be accountable for outcomes end-to-end—from workforce demand translation to campus partnerships to program delivery to conversion and retention analytics.

Job Responsibility

Early Career Pipeline Strategy: Translate the site/function workforce plan into an annual and multi-year early career pipeline plan (roles, volumes, skills, timing, conversion paths) including measurable targets (e.g., intern conversion goals), quality-of-hire indicators, and funnel health metrics
Workforce Alignment: Partner with HRBPs, Talent Acquisition, and business leaders to confirm demand signals early in support of robust hiring planning, TA alignment, and site considerations
University, Community, and Workforce Development Partnerships: Own and deepen relationships with priority universities, community colleges, trade schools, and workforce development organizations to create durable, year-over-year talent streams
Represent Amgen at recruiting events (career fairs, info sessions, panels), including outreach to diverse institutions and (where relevant) local high schools and community partners
Program Operations (Intern / Co-op / Apprenticeship / Rotational): Lead day-to-day operations for early career programs, including participant recruitment and selection
rotation assignment and landing role sourcing and matching
coaching and supporting participants
collecting and consolidating feedback from sponsors, managers, mentors, and participants
coordination and execution of engagement activities
tracking participant progress, reporting & program metrics
and end-to-end participant care
Program Experience (Intern / Co-op / Apprenticeship / Rotational): Deliver high-quality program experiences (orientation, workshops, site days, mentoring, capstones) that build capability and strengthen conversion readiness
Collaborate with site HR, Talent Acquisition, Operations Talent & Culture, Global Mobility, University Relations, and business stakeholders to ensure successful program delivery
Serve as the primary point of contact for program activities and stakeholder inquiries
ensure a consistent, “no surprises” operating rhythm
Operations Fuel Program Liaison: Manage the end-to-end execution of the Operations Emerging Talent Rotational Program (ETRP) in alignment with the global ETRP framework and principles
Serve as a primary local point of contact and escalation to/from the Fuel team to ensure a strong partnership and information sharing between the Fuel team and the site HR team, and the site Global Talent Council representative
Governance Forums: Participate in the Global Operations Intern and Co-op Council to ensure alignment with the global strategy and facilitate best practice sharing across Operations sites and functions
Stakeholder Enablement: Partner with hiring managers to define high-impact early career roles, selection criteria, and conversion pathways
improve manager readiness through toolkits, templates, and coaching
Ensure alignment with enterprise/operations early career frameworks, required compliance, and participant experience standards
escalate risks early and resolve issues decisively
Talent Outcomes & Insights: Track and report key outcomes such as funnel conversion, acceptance rates, program completion, offer-to-start, conversion to FTE, and early retention
Use data and feedback (surveys, exit interviews, manager retros) to improve program design, streamline workflows, and raise program ROI year over year
Share best practices and insights through internal councils/forums to scale what works across sites
Engagement and Connected Culture: Embed talent engagement, inclusion, and belonging principles into sourcing strategy, candidate assessment practices, program design, and participant engagement
Collaborate with site leadership to support implementation of Connected Culture initiatives locally to drive overall staff engagement, in alignment with function and enterprise

Requirements

Doctorate degree
Master’s degree and 2 years of Human Resources or Talent experience
Bachelor’s degree and 4 years of Human Resources or Talent experience
Associate's degree and 8 years of Human Resources or Talent experience
High school diploma / GED and 10 years of Human Resources or Talent experience
6+ years of progressively complex HR/talent experience, with clear depth in early career recruiting and/or program leadership
Demonstrated success building pipelines that produce measurable outcomes (conversion, retention, time-to-fill improvements, candidate quality)
Strong program/project management: capable of running multiple recruiting cycles, events, and stakeholder groups without dropping the plot
Proven ability to influence without authority along with strong executive-ready communication
Fluency in metrics and ability to funnel analytics, dashboards, and insights that drive decisions
Strong proficiency in Excel, PowerPoint, and other Microsoft platforms
Experience working with ATS and CRM platforms
Highly organized and can deliver on multiple priorities
Demonstrated comfort with ambiguity and organizational change
A strong aptitude to have meaningful impact for the better, and have fun while doing it
Willingness to “speak up” and respectfully challenge existing approaches to drive continuous change
Continuous improvement and growth learning mindset

What we offer

A comprehensive employee benefits package, including a Retirement and Savings Plan with generous company contributions, group medical, dental and vision coverage, life and disability insurance, and flexible spending accounts
A discretionary annual bonus program, or for field sales representatives, a sales-based incentive plan
Stock-based long-term incentives
Award-winning time-off plans
Flexible work models where possible

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Human Resources Manager – Talent

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