Human Resources Manager – Talent (Amgen Rhode Island OR Amgen North Carolina)

Amgen • Holly Springs, NC

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 Rhode Island OR Amgen North Carolina) What you will do Let’s do this. Let’s change the world. 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. This on-site role can be located in either West Greenwich, RI or Holly Springs, NC with travel up to 35% for campus recruiting seasons, 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

• 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.

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.

What This Job Offers

• Job Type: Full-time
• Career Level: Intern
• Education Level: High school or GED