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Amgen Hr

To build the team that transforms science into life-saving therapies by becoming the world's premier human therapeutics company

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To build the team that transforms science into life-saving therapies by becoming the world's premier human therapeutics company

Strengths

  • TALENT: Strong scientific talent pipeline with 87% key position fill rate
  • CULTURE: Industry-leading employee retention rate of 92%
  • DEVELOPMENT: Robust learning programs with 40 hrs/emp annual training
  • DIVERSITY: Leading life sciences DEI metrics; 48% women in leadership
  • COMPENSATION: Competitive total rewards package; 80th percentile

Weaknesses

  • AGILITY: Slow hiring processes averaging 65 days vs industry 45
  • DIGITAL: HR systems integration lag with 6 disconnected platforms
  • SCALING: Insufficient talent acquisition to meet 18% growth targets
  • ANALYTICS: Limited predictive workforce analytics capabilities
  • GLOBAL: Inconsistent HR service delivery across 20 global locations

Opportunities

  • FLEXIBILITY: Hybrid work model to attract 30% larger talent pool
  • UPSKILLING: AI-driven personalized learning paths for critical roles
  • PARTNERS: Strategic university relationships for bioscience talent
  • AUTOMATION: 40% efficiency gain through HR process automation
  • WELLBEING: Holistic benefits packages for competitive advantage

Threats

  • COMPETITION: Intense talent war for biotech specialists; 22% vacancy
  • BURNOUT: Research team stress indicators up 17% year-over-year
  • COMPLIANCE: Increasing global regulatory complexity in 32 markets
  • AGING: 28% of specialized workforce eligible for retirement by 2027
  • ENGAGEMENT: Post-acquisition integration challenges affecting morale

Key Priorities

  • DIGITAL: Modernize HR tech stack to enable data-driven decisions
  • TALENT: Accelerate specialized recruiting for research expansion
  • AGILITY: Redesign talent acquisition for faster time-to-hire
  • DEVELOPMENT: Build future-focused upskilling programs for retention
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To build the team that transforms science into life-saving therapies by becoming the world's premier human therapeutics company

TRANSFORM DIGITAL

Revolutionize HR through integrated digital systems

  • PLATFORM: Implement unified HR cloud platform with 99.5% data migration by Q3
  • ANALYTICS: Launch predictive talent analytics dashboard used by 100% of HR leaders
  • EXPERIENCE: Achieve 90% employee satisfaction with new digital HR service delivery
  • EFFICIENCY: Reduce administrative HR processes by 40% through intelligent automation
SECURE TALENT

Win the biotech talent war with innovative approaches

  • PIPELINE: Establish 5 strategic university partnerships yielding 150+ specialized hires
  • SPEED: Reduce time-to-hire for critical roles from 65 to 35 days by Q3
  • DIVERSITY: Increase representation in R&D roles by 20% for underrepresented groups
  • REFERRALS: Generate 35% of all new hires through enhanced employee referral program
BUILD AGILITY

Create responsive HR that scales with business needs

  • PROCESSES: Redesign 85% of HR workflows with 50% fewer approval steps by Q4
  • SUPPORT: Implement AI-powered HR service center resolving 80% of queries in 4 hours
  • FLEXIBILITY: Deploy global flexible work model with 90% manager enablement
  • STRUCTURES: Reorganize HR into agile business partner teams supporting all divisions
FUTURE-PROOF SKILLS

Develop capabilities that drive scientific innovation

  • ACADEMY: Launch Amgen Scientific Leadership Academy for 250 high-potential researchers
  • AI: Train 100% of HR team on AI applications in talent management by Q3
  • PATHWAYS: Implement career development plans for 95% of scientific personnel
  • RETENTION: Achieve 95% retention rate for high-performing scientific talent
METRICS
  • ENGAGEMENT: 85% employee engagement score
  • EFFICIENCY: 30% reduction in HR cost-per-employee
  • READINESS: 90% critical role succession plan coverage
VALUES
  • Be Science-Based
  • Compete Intensely and Win
  • Create Value for Patients, Staff and Stockholders
  • Be Ethical
  • Trust and Respect Each Other
  • Ensure Quality
  • Work in Teams
  • Collaborate, Communicate and Be Accountable
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Align the learnings

Amgen Hr Retrospective

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To build the team that transforms science into life-saving therapies by becoming the world's premier human therapeutics company

What Went Well

  • RECRUITING: Successfully onboarded 2,200+ employees for Horizon acqstn
  • RETENTION: Achieved 92% retention rate for scientific talent, above goal
  • ENGAGEMENT: Employee engagement score improved to 82%, up 4 points YoY
  • DIVERSITY: Increased underrepresented groups in leadership by 6% YoY

Not So Well

  • INTEGRATION: Post-merger culture alignment showing strain in surveys
  • SYSTEMS: HR digital transformation initiatives behind schedule by 2 qtrs
  • TURNOVER: Unexpected 15% attrition in critical R&D roles post-acquisition
  • PRODUCTIVITY: 12% decline in efficiency metrics during reorganization

Learnings

  • CULTURE: Cultural integration requires more dedicated resources & focus
  • COMMUNICATION: Change management needs earlier & more consistent messaging
  • CAPABILITIES: Digital HR skills gap larger than initially assessed
  • FLEXIBILITY: Hybrid work policy implementation varied widely across teams

Action Items

  • INTEGRATION: Implement structured culture integration program by Q2
  • ACCELERATION: Fast-track HR systems consolidation with external partners
  • SKILLS: Launch critical role retention program with targeted incentives
  • ANALYTICS: Deploy predictive attrition modeling to prevent key losses
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To build the team that transforms science into life-saving therapies by becoming the world's premier human therapeutics company

Strengths

  • FOUNDATION: Established AI Center of Excellence with HR participation
  • LEADERSHIP: Executive commitment with dedicated AI HR transformation
  • DATA: Rich employee data from 20+ years across 25,000 employees
  • PILOTS: Successful AI chatbot for employee benefits; 78% satisfaction
  • SKILLS: Growing internal AI literacy program; 650 HR staff trained

Weaknesses

  • INTEGRATION: Siloed AI initiatives with limited cross-functional use
  • PRIVACY: Data governance limitations for AI HR applications
  • TALENT: Limited specialized AI talent within HR technology team
  • ADOPTION: Inconsistent employee acceptance of AI tools; 42% resistant
  • INFRASTRUCTURE: Legacy systems limiting advanced AI implementation

Opportunities

  • PERSONALIZATION: AI-powered tailored employee experiences
  • PREDICTIVE: Talent analytics for retention and career pathing
  • EFFICIENCY: 65% reduction in administrative tasks through automation
  • LEARNING: Adaptive skill development platforms for critical roles
  • DECISION: Real-time workforce insights for strategic planning

Threats

  • ETHICS: Potential bias in AI-driven people decisions
  • REGULATIONS: Evolving global compliance requirements for AI in HR
  • RESISTANCE: Cultural barriers to algorithmic decision-making
  • COMPETITION: Faster AI adoption by biotech talent competitors
  • SECURITY: Employee data vulnerabilities in expanded AI systems

Key Priorities

  • INTEGRATION: Create unified AI strategy across all HR functions
  • GOVERNANCE: Develop ethical AI framework for people decisions
  • UPSKILLING: Accelerate AI literacy across all HR professionals
  • ANALYTICS: Implement predictive talent analytics platform