Workforce Strategy

**HOW MIGHT YOU DEFY IMAGINATION?**

If you feel like you’re part of something bigger, it’s because you are. At Amgen, our shared mission—to serve patients—drives all that we do. It is key to our becoming one of the world’s leading biotechnology companies. We are global collaborators who achieve together—researching, manufacturing, and delivering ever-better products that reach over 10 million patients worldwide. It’s time for a career you can be proud of.

**Workforce Strategy & Planning Director**:
**Live**:
**What you will do**

As Amgen continues to harness the power of artificial intelligence to serve more patients, the world, work and our workforce is quickly changing, driven by technological advances. What we do and how we do it will look different in five years and our work will change at a pace we haven’t seen in our careers. Key to these efforts will be building a sustainable capability for developing workforce strategies, planning our resources with increased agility, and imagining future capabilities that leaders and functions will need to meet Amgen’s ambitious goals to serve patients.

**Responsibilities** Include**:
**Workforce Strategy**: Drive the development and execution of a comprehensive workforce strategy & roadmap aligned with our enterprise business objectives. Partner with other business leaders to assess future capability needs, identify skill gaps, and provide recommendations to enhance and optimize the workforce.

**Organizational Design**: Serve as the steward of organizational design principles, overseeing the creation and implementation of tools and frameworks essential for an effective structure. Partner with HR teams and the business to design organizations that have the right capabilities, in the right place, at the right time, and consider how technology will impact the workforce over time. Work with technology and finance teams to develop and implement technology enabled processes to enable agile long range resource planning and forecasting.

**Workforce Planning & Implementation**: Formulate and steer the technology and workforce ambition and roadmap process in collaboration with other business leaders and drive implementation across various functions. Work in tandem with finance and other departments to ensure seamless integration of planning processes and implement AI-driven upskilling initiatives. Provide a clear vision for the organization's evolution to meet financial objectives and partner with finance for resource scenario models.

**Data-Driven Decision-Making**: Foster a culture of data-driven decision-making throughout the organization by leveraging advanced analytics, predictive modeling, and data visualization. Provide executive leaders with accurate, timely, and actionable insights to support strategic decisions related to resource management, capability builds and workforce optimization.

**Performance Monitoring & Analytics**: Monitor and evaluate performance related to organizational design and execute an enterprise-level approach to organizational planning and analytics.

**Win**:
**What we expect of you**

We are all different, yet we all use our unique contributions to serve patients. The professional we seek will have these qualifications.

**Basic Qualifications**:
Doctorate degree and 4 years of workforce planning and organizational design experience

**Or**:
Master’s degree and 8 years of workforce planning and organizational design experience

**Or**:
Bachelor’s degree and 10 years of workforce planning and organizational design experience

In addition to meeting at least one of the above requirements, you must have at least 4 years experience directly managing people and/or leadership experience leading teams, projects, programs, or directing the allocation or resources. Your managerial experience may run concurrently with the required technical experience referenced above

**Preferred Qualifications**:

- High business acumen with an excellent understanding of HR practices and industry trends. The ability to align workforce planning initiatives with business objectives, understand the impact of talent decisions on the bottom line, and provide strategic recommendations that positively influence the direction of HR and the enterprise.
- Experience leading and managing change initiatives, navigating complex organizational environments, and driving adoption of workforce planning practices. The ability to adapt to evolving business requirements and market dynamics.
- Demonstrated experience leading and mentoring teams with a collaborative and inspirational style. Proven track record of running effective workshops and training sessions to drive understanding and adoption of workforce strategies.
- Experience influencing and gaining buy-in from senior leadership through persuasive presentation and a data-driven approach.
- Expertise in implementing integrated technology solutions that support workforce management and enhance organ