Human Resources Business Partner (Corporate Functions)

Role Summary

HR Director: Corporate Functions HRBP for Law, Corporate Affairs, Worldwide Compliance & Business Ethics (WC&BE), Business Development, and Results Delivery Office (RDO) Organizations. Lead the Human Resources activities for five global Corporate Functions organizations with oversight spanning support for four CEO staff members. This role has one direct report who is accountable for supporting 3 SVPs and 4 VPs for ~300 staff across Worldwide Compliance & Business Ethics, Business Development & Results Delivery Office (RDO) in addition to Aviation & Security, and will help provide support as needed for the Director, especially as a key contributor to the Corporate Affairs Technology & Workforce Strategy (TWFS) Initiative. You will join the senior leadership teams of the organizations you support and report to the VP of Human Resources for Corporate Functions.

Responsibilities

• Partner with each respective client leadership team to define a vision that drives innovation, growth and employee engagement. Then partner with global Centers of Excellence (COEs) to execute people strategies at the Business Unit (BU) / function level including org design, organizational effectiveness, leadership development, and workforce planning & strategy.
• Partner with the business to drive enabling strategies including utilization of Amgen India (AIN) in Hyderabad to define future operating model for clients particularly for Corporate Affairs TWFS Initiative.
• Serve as a trusted advisor to business leaders and employees, guiding the execution of HR programs, processes, communications, and strategic initiatives. Develop strong partnerships with HR centers of expertise, oversee leadership development, talent management, staff engagement and retention. Partner with Amgen’s talent acquisition organization to identify and attract top external talent to key leadership roles.
• Combine data and people insights to coach and guide clients on HR and business-related issues to shape and affect positive change in the organization, including strategy clarification, organization design, change management, talent development, team / organizational effectiveness and workforce planning.
• Support (with strong collaboration from our Data & Insights capability pillar, Organization Effectiveness (OE) & other CF HRBPs) Corporate Functions and client specific HR metrics strategy and reporting. Leverage data to develop insights, identify and drive solutions based on functional metrics (turnover, engagement, buy vs build, etc.) to support desired business outcomes.
• Shape and foster a high performing and highly engaged culture. Lead talent management processes to strengthen leadership pipeline.
• Partner with leaders to acquire, develop, engage and retain talent. Ensure talent management and succession planning activities for client groups for purpose of identifying leadership gaps and solutions.
• Help manage and support Diversity, Inclusion & Belonging (DI&B) efforts in close partnership with the Talent & Culture (T&C) organization. Provide input on culture and inclusion strategy while actively assisting on initiatives.
• Lead large scale change by partnering and collaborating with leaders cross-functionally and across geographies. Influence executive decision-making on business transformation and future-of-work strategy.
• Work closely with our compensation team to monitor the financial competitiveness of the functions you support and help deliver both ad hoc and organization wide improvements. Identify areas of misalignment and partner closely with Compensation to seek out external benchmarking to ensure continued competitiveness with our peer set.
• Support the global delivery of HR initiatives, identifying and managing opportunities for client groups to support the achievement of strategic goals.
• Stay current on leading talent trends and deliver practical and insightful thought leadership, including the development and personal growth of our people, with the objective of enabling our people to excel.
• Actively contribute to and collaborate with the broader HR team – sharing knowledge and practices that will help HR be more effective to the entire organization.

Qualifications

• Required: Doctorate degree and 4 years of Human Resources experience
• Required: Master’s degree and 7 years of Human Resources experience
• Required: Bachelor’s degree and 9 years of Human Resources experience
• Preferred: Master's degree or MBA
• Preferred: 10+ years of experience in Human Resources handling complex issues in a fast paced, rapidly changing, high technical or pharmaceutical biotech environment
• Preferred: 7+ years supervisory experience
• Preferred: Broad understanding of and appreciation for all human resources components
• Preferred: Demonstrated ability to understand business needs and develop strategic and practical solutions to tangible business challenges, sound knowledge of applicable employment laws, regulations, and business practices related to the field of Human Resources
• Preferred: Ability to translate enterprise HR strategies into business-specific action plans
• Preferred: Data Evaluation expertise with focus on Insights & Story Telling, Technological savviness
• Preferred: Strong capability in Leadership Development, Succession Planning & Sourcing
• Preferred: Enthusiastic team player with a strong drive to create a positive work environment
• Preferred: Strong relationship management with internal and external customer service focus
• Preferred: Passion for innovative HR solutions and process improvement showcasing curiosity, agility and growth mindset
• Preferred: Strong analytical, problem solving, consulting, change management, and project management skills
• Preferred: Outstanding communication and interpersonal skills
• Preferred: Ability to influence without authority and interact with all levels of management, and executives
• Preferred: Global mindset and ability to partner well with other HR and business functions across all levels of the organization

Skills

• Leadership development
• Succession planning
• Change management
• Data analytics and storytelling
• HR strategy and workforce planning
• Relationship management and stakeholder engagement
• Talent acquisition partnerships
• Diversity, inclusion & belonging (DI&B)
• Communication and interpersonal skills
• Global collaboration across functions and geographies
• Problem solving, consulting, and project management