Human Resources Manager - Talent (Amgen Ohio)

Amgen•New Albany, OH

1d•Onsite

About The Position

Join Amgen’s Mission of Serving Patients At Amgen, if you feel like you’re part of something bigger, it’s because you are. Our shared mission—to serve patients living with serious illnesses—drives all that we do. Since 1980, we’ve helped pioneer the world of biotech in our fight against the world’s toughest diseases. With our focus on four therapeutic areas –Oncology, Inflammation, General Medicine, and Rare Disease– we reach millions of patients each year. As a member of the Amgen team, you’ll help make a lasting impact on the lives of patients as we research, manufacture, and deliver innovative medicines to help people live longer, fuller happier lives. Our award-winning culture is collaborative, innovative, and science based. If you have a passion for challenges and the opportunities that lay within them, you’ll thrive as part of the Amgen team. Join us and transform the lives of patients while transforming your career. Human Resources Manager - Talent (Amgen Ohio) What you will do Let’s do this. Let’s change the world. n this vital role you will own the strategy and execution of early career talent pipelining for Amgen Ohio, 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. You will also liaise on all the Talent Development programs for Amgen Ohio to ensure that we are strengthening our internal pipeline of talent. This on-site role is based in New Albany, OH with travel up to 25% program events, and periodic travel to partner sites.

Requirements

Doctorate degree Or Master’s degree and 2 years of Human Resources or Talent experience Or Bachelor’s degree and 4 years of Human Resources or Talent experience Or Associate's degree and 8 years of Human Resources or Talent experience Or High school diploma / GED and 10 years of Human Resources or Talent experience

Nice To Haves

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

Responsibilities

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.
Partner with HR Business Partners (HRBPs), Talent Acquisition (TA), and business leaders to confirm demand signals early in support of robust hiring planning, TA alignment, and site considerations.
Lead the coordination of hiring events, ensuring alignment with key collaborative partners, as needed. Collaborate with hiring Managers, Site HRBPs, and Talent Acquisition to ensure execution excellence and a best-in-class candidate experience.
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.
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.
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.
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.
Serve as the primary local point of contact and escalation to/from the Amgen Talent and Operations Talent and Culture teams to ensure we are utilizing all programs effectively, meeting milestones, and increasing awareness of all programs within our site. Participate in the Global Operations Intern and Co-op Council to ensure alignment with the global strategy and facilitate 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 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.
Take a leadership role across US manufacturing sites to help connect, align, implement, and drive continuous improvement in apprenticeship program design and execution. Serve as a resource on other global projects for Operations HR, as assigned.

Benefits

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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