Amazon’s mission to be Earth’s most customer-centric company would be impossible without our talented people. Their hard work and creative thinking ensure we deliver great customer experiences.

As we strive to be Earth's best employer, our global Human Resources (HR) teams, known internally as People eXperience and Technology (PXT), grow the business through people by creating an inclusive culture focused on safety, engagement, technology and innovation.

The Last Mile team is seeking a Human Resources Business Partner (HRBP) to provide support to different teams within the Amazon Logistics (AMZL) organization for Mexico: Delivery Service Partner (DSP) , e-DSP, Flex, Launches and Expansions Projects, and Fleet by partnering with senior stakeholders across Mexico on any topic related to people agenda. This role will also manage projects independently.

Key job responsibilities
COMPANY CULTURE STEWARD:
- Apply understanding of Leadership Principles and values when consulting with employees and managers (i.e.: performance improvement, coaching plans, team meetings, employee development and promotions)
- Initiate and support client group or site (or multiple site leadership) to develop the culture for that site or business

ORGANIZATION DEVELOPMENT & PLANNING
- Understand key business goals, and business priorities, able to apply to core areas of HR responsibilities in order to prioritize work and set goals
- Provide input into organgizational design discussions (i.e. information about talent for succession planning, attrition risks)
- Implement communication plan for organizational changes

ORGANIZATION HEALTH
- Conduct diagnostics to identify trends and environmental Employee Relations (ER) or workplace issues, communicates findings
- Partner with management to drive positive ER, or negotiation of works council or labor agreements
- Proactively monitor and act to address ER or labor changes for the operation
- Implement components of strategy and action plans that addresses workplace environment, employee engagement or retention issues
- Conduct investigations of employee relations issues in consultation with management
- Support rollout of compliance initiatives; understand and independently counsel the business regarding local employment law and legislation changes
- Lead client group or site engagement activities and audits to monitor org health and to engage with employees/associates

WORKFORCE PLANNING & TALENT ACQUISITION
- Partner with Recruiting to coach managers around recruiting process
- Interpret hiring data and provide recommendations to recruiting and client leaders for sourcing strategies
- Understand local market for staffing needs
- Participate in interview loops and debriefs
- Approve offers, transfers, and compensation exceptions in client organization
- Engage with managers to ensure launch plans are created, participates in launch plans as needed
- Monitor vendor and 3rd party worker relationships for co-employment risk
- Work closely with staffing and/or recruiting partners to maintain healthy candidate/staffing funnels
- May manage vendor relationships, including facilities temp agencies, maintenance, drivers, and security

TALENT MANAGEMENT & DEVELOPMENT
- Facilitate or assist multiple department or group level talent discussions
- Drive identification and management of forward-looking promotions for managers
- Coach and develop business, site(s) leadership on performance and talent management with the business teams
- Identify participants for programs, and manage internal communications related to training and development
- Partner with leaders on talent development

HR OPERATIONS
- Analyze data and shares with leaders
- Train and/or consult with managers on employee life cycle issues
- Utilize Connections data and provides ideas and strategies for how to improve engagement and manager capability
- Speak to attendance, attrition, and staffing trends
- Identify gaps in policy and services, make recommendations for system process improvement and may draft and maintain policies for site
- Roll out new policy changes/services and ensure business adoption and/or understanding of changes
- May recommend exceptions to policies with input from senior leaders or HR management