Amgen focuses on areas of high unmet medical need and leverages its expertise to strive for solutions that improve health outcomes and dramatically improve people’s lives. A biotechnology pioneer since 1980, Amgen has grown to be one of the world’s leading independent biotechnology companies, has reached millions of patients around the world and is developing a pipeline of medicines with breakaway potential.

Role summary:
As a Senior HR Manager overseeing both Talent Acquisition for the China affiliate and HR Business Partner for some key functions, you will play a dual role in driving the organization's talent strategy and aligning HR initiatives with business goals.
In Talent Acquisition, you will be responsible for developing recruitment strategies, managing end-to-end hiring processes, and ensuring a robust talent pipeline.
As an HR Business Partner, you will collaborate with leadership to provide strategic HR support, influence workforce planning, and drive employee engagement, development, and retention initiatives. Your role will be critical in balancing the immediate talent needs of the business with long-term HR objectives.
Key Responsibilities:
Talent Acquisition (TA Lead):

• Develop Recruitment Strategies: Design and implement effective talent acquisition strategies to meet the organization’s hiring needs and align with business objectives.
• Manage End-to-End Recruitment Process: Oversee the full recruitment cycle, from sourcing and interviewing to selection and onboarding of top talent and the recruitment vendor management.
• Build a Robust Talent Pipeline: Develop proactive sourcing strategies and partnerships to ensure a steady flow of high-quality candidates for current and future roles.
• Employer Branding: Collaborate with corporate affairs, region/global TA function and other teams to promote the company as an employer of choice through branding and candidate engagement initiatives.
• Data-Driven Hiring Decisions: Analyze recruitment metrics (e.g., time-to-fill, cost-per-hire, quality of hire) to optimize hiring efficiency and effectiveness.
• Collaborate with Business Leaders: Work closely with department heads to understand hiring needs and build tailored recruitment plans.

HR Business Partner (HRBP):

• Strategic Workforce Planning: Partner with business leaders to align HR initiatives with business goals and develop strategies for talent management, succession planning, and organizational growth.
• Employee Relations and Engagement: Serve as a trusted advisor, addressing employee concerns, managing conflict resolution, and driving engagement initiatives to foster a positive work environment.
• Performance Management: Lead performance evaluation processes, ensuring alignment with organizational objectives, and coach managers on providing feedback and managing employee performance.
• Learning & Development: Identify training needs and work with relevant teams to design development programs that enhance employee skills and promote career growth.
• Change Management: Support business leaders in driving organizational changes, such as restructures, cultural transformations, and mergers, ensuring smooth transitions and employee alignment.
• HR Policy and Compliance: Ensure HR practices comply with legal regulations and company policies, and drive adherence to HR standards across the business units.
• Data-Driven Insights: Analyze HR metrics (e.g., turnover, engagement scores) to provide insights and recommendations that enhance organizational performance and talent retention.

Dual-Role Leadership:

• Team Leadership: Manage and develop a team of onsite recruiters, RPO vendor and other recruitment agencies, fostering collaboration and ensuring consistent alignment with business priorities.
• Cross-Functional Collaboration: Work with HR colleagues and regional/global Co Es like Compensation, Learning & Development, and Employee Experience to deliver comprehensive HR solutions.
• Drive HR Excellence: Promote continuous improvement in HR processes, tools, and policies, ensuring the HR function adds measurable value to the business.

Qualifications:

• Bachelor’s degree in business administration, HR management or related field
• Minimum 8 years’ experience in HR field with proven track record in talent acquisition and employer brand management
• Passionate, creative and energetic, with strong business acumen and teamwork sprit
• Excellent communication/presentation skills, project management skills
• Good command of English and Office tools
• Solid experience and knowledge in all full recruiting lifecycle including but not limited to sourcing, qualifying, network, assessing, job analysis, salary negotiation and relationships management, etc.
• Self-motivated & initiated to work independently to complete the tasks in tight schedule, strong problem solving skills and strong wiliness to know new things, concept on recruitment and personal development