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Human Resources Manager – Talent

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Amgen

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Location:
United States , Holly Springs ▼

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Category:
Human Resources

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Contract Type:
Not provided

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Salary:

102560.00 - 133417.00 USD / Year
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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

Additional Information:

Job Posted:
February 16, 2026

Employment Type:
Fulltime
Work Type:
On-site work
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