This is a 12 months Fixed Term Contract position.

At Amazon, the HRBP is responsible for driving the HR priorities for their assigned business. HRBPs can support a global/regional or local territory. They interface effectively with Senior Business Leaders and their Leadership Teams and demonstrate a deep understanding of their business, market trends, competitors and financial drivers.
The HRBP is part of the Leadership Team and attends meetings, business reviews, off-sites on a regular basis. HRBPs adopt a business mindset, developing initiatives, strategies and programs that are the most impactful, whilst understanding and anticipating the implications certain programs or initiatives could have on the organization(s) they support.

HRBPs adopt a strategic approach:

- translating the business strategy into a people strategy for the organizations they support
- understanding the Amazon workforce within the scope of their HR remit
- how talent aligns to the business strategy
- owning the creation of people centric business plans
- driving the creation and delivery of programs that enable development, engagement, retention and progression of senior employees within their remit, across all geographies.
- anticipating and helping to drive change

The HRBP will develop and support change management programs and initiatives for the businesses they support and partner with HR specialists including Legal, Employee Relations, Learning and Development and Compensation & Benefits, as well as the HR Regional Partner (HRP) team to support the needs of their business, whilst ensuring there is role clarity, to enable HR to provide the right level of service.

The HRBP will collaborate closely with relevant HR stakeholders (Global HRBPs, COEs…) and communicate effectively with the HRP team. They will also be a team player, integrated within the broader EMEA HR organization.

Key Responsibilities


A strategic thought leader, driving business outcomes through effective talent management, retention and engagement and optimal levels of organizational effectiveness.

1. People strategy and planning
- Own the creation and execution of a strong people agenda and roadmap, linked to the needs of the relevant business in the Region/Country and incorporating the goals of the broader HR function.
- Act as a people strategist, participates in LTR/OPR/QBR meetings with the Leadership Team, provides strategic input by anticipating business needs, resources, competencies and people for the long term success of the organization

2. Organizational Design and Effectiveness
- Anticipate the future org design needs requirements, facilitate the discussion and consult with the senior LT related to long term organizational planning
- Change agent in the organization, collaborate with the business, conduct people risk assessments enabling the organizational changes to land successfully
- Leverage internal and external best practice to Think Big and ‘see around corners’ to enable and drive engagement and a high performance culture, balancing cross regional consistency with local relevance.
- Provide strategic recommendations for the region with clear links to leadership principles, inputs and actionable plans, based on analysis and interpretation of qualitative and quantitative data.
- Collaborate with the business on change and transformation efforts associated with restructuring, growth and change initiatives, in partnership with central groups such as the HRP team, L&D, Comp & Ben and others to achieve the necessary results.
3. Business Specific Talent Management

- Ensure clear and effective delivery of the Talent Review process for the relevant business and with the support of COE’s, as necessary .
- Influence as a talent broker to facilitate career development moves (especially focused at Sr Mgr - VP) in partnership with the HR Director, L&D and the regional business leadership teams.
- Lead and execute a talent management strategy that goes beyond the Talent Review process, such as targeted development moves, role specification and robust succession planning (up to and including VP).
- Build strong understanding related to current and future talent needs of the organization, constantly benchmarking best practices in the market to foster talent growth in the organization.


4. Organization health and projects
- Provide insights and guidance to the business regarding org health metrics, such as attrition, retention, diversity, etc. related to the organizational health of the business.
- Act as a point of contact for the HR Regional Partner hub for any complex ER situations or escalations within the business supported, for awareness and where appropriate, to provide guidance and coaching.
- Initiate and negotiates any separation situations that may become necessary.
- Work in partnership with other teams and COE’s on key HR areas/projects that are critical for the business, such as compensation ranges and benefits for expansion and M&A projects.


5. Leadership and employee development

- Coach senior leaders within the business they support to ensure they exhibit the Leadership principles, lead by example and reinforce the Amazon culture in all their dealings with employees, as well as customers.
- Provide consultation to Senior Leadership Teams regarding team dynamics and team functioning. Support and drive leadership initiatives to advance business effectiveness.
- Identify the collective development needs through talent reviews, employee feedback and succession planning meetings.
- Partner with L&D and other HRBP peers to ensure appropriate tools are developed and delivered in support of business requirements, leveraging all appropriate existing solutions where they may currently exist. (The HRBP role is not to develop such solutions themselves, but to collaborate with their SME partners).
- Act as a point of contact for HR Regional Partners, related to performance management, engagement and retention activities (and other cases) requiring more senior level involvement for the business they support.

6. HR development

- Act as a talent champion for the EMEA HR organization supporting the onboarding of new HR hires, coaching HR talents.
- Facilitate training sessions and supports the design of learning initiatives for the HR team.
- Role model and provide mentorship to HR Regional Partners to help them grow their career within Amazon.

BASIC QUALIFICATIONS

Information included in external job description section.

PREFERRED QUALIFICATIONS

Amazon is an equal opportunities employer. We believe passionately that employing a diverse workforce is central to our success. We make recruiting decisions based on your experience and skills. We value your passion to discover, invent, simplify and build. Protecting your privacy and the security of your data is a longstanding top priority for Amazon. Please consult our Privacy Notice to know more about how we collect, use and transfer the personal data of our candidates.