At Amazon, we strive to be the Earth's best employer. To help us achieve this we need exceptionally talented and driven HR talent.

The AMET Ops Central Functions team is seeking an HR Business Partner to help its leaders in Central Functions hire, develop and retain the best! This HR Business Partner will deliver large scale organizational programs and interventions to meet business needs, partner with leaders to design the most effective organizations, dive into help solving workplace issues, and work with leaders to build and support our talent pipeline. Thanks to their visibility across businesses and their access to data on managers and employees’ requests, HRBPs are in a position to spot trends, identify emerging needs, and address them with innovative people programs, tools and processes. We need a strong communicator (written & verbal) and facilitator with the ability to work directly and indirectly to support regional AMET Ops and EMEA teams.

Successful candidate will demonstrate:
• The ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within their customer groups
• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• Experience with a complex and rapidly changing work environment
• Coaching, consulting and mentoring entry-level employees up to senior level leaders
• Success in creating and driving effective development, employee relations, retention and reward programs
• Being an enthusiastic team player with a strong drive to create a positive, fun work environment
• A strong solution focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• Strong internal and external customer service focus
• The ability to manage multiple priorities simultaneously - orientated on results
• Bias for action, strong work ethic, and desire to achieve excellence
• Passion for innovative HR solutions and process improvement
• Excellent organizational and interpersonal skills


Key job responsibilities
Stakeholder and team management
• Hold regular 1:1s with teams across AMET Ops Central Functions to surface issues/identify trends that need to be resolved/acted upon
• Connect with stakeholders regularly
Talent Management
• Coach, train and guide managers during the annual talent management process
• Oversee the monthly data analysis for People Leadership Reviews and subsequent follow up of actions post meetings
• Support managers with promotion documents and advising on the process within AMET Ops
• Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives
Performance Management
• Manage the end to end process of performance management (including all Focus and Pivot cases)
• Analyze data and trends on performance management, in order to provide input to the business, preventing the recurrence of known issues
Compensation Management
• Coach, train and guide managers during the annual compensation process
• Provide advice on queries related to understanding and communicating compensation, consulting with Compensation Consultant where needed
• Provide guidance on exception requests related to off/on cycle changes (job code from IC to Mgr, promotions) consulting with HRBPs who own exception approvals
On-boarding / Off Boarding
• Support the design, delivery and improvement of our on-boarding proposition and programs for Central Functions in the AMET Ops in order to guarantee a positive Day 1 employee experience
• Act as the site point of contact (POC) on topics such as local HR processes and also in escalation cases
• Maintain the fair and consistent treatment of employees by conducting investigations and disciplinary actions where complaints or misconduct arise excluding cases that relate to harassment and discrimination (these are owned by ER)
• Consult with the ER and Legal departments and HRBP where needed (cases of high risk, or where outcome may be dismissal)