Human Resources Senior Manager (HRBP Finance)

Career Category

Human Resources

Job Description

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. Amgen is advancing a broad and deep pipeline of medicines to treat cancer, heart disease, inflammatory conditions, rare diseases, and obesity and obesity-related conditions. 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 Senior Manager (HRBP Finance)

What you will do

Let’s do this. Let’s change the world. In this vital role you will apply strong consulting and influence skills to solve complex, business-critical HR challenges within the Global Finance Organization in a dynamic and fast-paced environment. As a strategic Human Resources Business Partner (HRBP), you will advise senior leaders, drive organizational design and effectiveness, and deliver talent and workforce solutions that enable current priorities and future-state capabilities. Partnering closely with business leaders, HR Centers of Excellence (COEs) and cross-functional stakeholders, you will execute enterprise HR programs with rigor, speed, and sound judgment – leveraging data, governance, and practical, people-centered solutions to build capabilities for long-term business success.

Key Responsibilities

Strategic Advisory and HRBP Partnership

• Serve as a trusted thought partner and advisor to functional leaders on HR strategy, best practices and solutions, communications, and key initiatives.
• Coach and counsel leaders on organizational health, leadership effectiveness, performance, engagement, team dynamics, and decision quality to enable change and sustained results.
• Translate business priorities into integrated people plans (organizational structure, headcount strategy, talent movement, capability building).
• Stay current on leading HR trends and deliver practical, business-relevant recommendations that support capability building and leader effectiveness. Analyze HR metrics and business signals to identify risks, trends, diagnose root causes, and recommend targeted talent strategies.
• Maintain strong stakeholder alignment across HR COEs and cross-functional partners (e.g., Legal, Talent Acquisition, Total Rewards, Talent & Culture, Staff Relations) to ensure seamless delivery.

Transformation Enablement and Execution

• Collaborate with cross-functional leaders and HR to enable functional transformations (e.g., TWFS, S/4HANA), driving readiness, risk mitigation, resourcing, and change execution.
• Partner with leaders to define future-state capabilities and operating model implications (roles, spans/layers, critical skills) to support evolving business needs.
• Lead change planning for organizational transitions, including communications, talent moves, knowledge transfer, risk mitigation, and stabilization/hypercare in partnership with Corporate Affairs, Results Delivery Office, Legal, both globally and at regional/country level.
• Own the management and execution of post-design change processes to enable continuous organizational design and optimization, partnering with governance teams and workforce planning/OrgVue partners as applicable.
• Manage integrated workforce and hiring plans (prioritization, requisition governance, and execution) in partnership with business leaders and Talent Acquisition program teams, including global delivery where relevant.
• Support exit and transition planning in partnership with Legal, HR PMO, and regional/country HRBPs to ensure compliant, consistent, and employee-centered outcomes.
• Serve as the HR point of contact for transition management (moves, onboarding, assimilation toolkits, knowledge transfer) in support of business transformation leaders.

Talent Operating Cadence and People Process Excellence

• Own the annual operating cadence for core HR cycles (e.g., performance management/MAP, talent review, compensation planning) to ensure quality, consistency, and compliance in partners