Sr HRBP, PXT HR (HR4HR), PXT HR (HR4HR)

Amazon

Seattle, WA

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JOB DETAILS

SKILLS

Analysis Skills, Artificial Intelligence (AI), Business Administration, Business Plan, Business Skills, Business Strategy, Cadence, Candidate Pipeline, Change Management, Coaching, Communication Skills, Contingency Plans, Customer Experience, Detail Oriented, Fact Checking, Human Resources, Industry/Trade Analysis, Leadership, Mentoring, Metrics, Network Administration/Management, Organizational Development/Management, Organizational Skills, Presentation/Verbal Skills, Problem Solving Skills, Process Improvement, Reporting Skills, Resource Management, Risk Analysis, Risk Management, Software Development, Strategic Planning, Talent Management, Team Lead/Manager, Trend Analysis, Workforce Planning

LOCATION

Seattle, WA

POSTED

30+ days ago

Description PXT HR (HR4HR) is seeking a strategic and solution-focused Human Resources Business Partner (HRBP) to power the trajectory of our business by ensuring we have the right talent mix, senior leadership, and capabilities to innovate and deliver exceptional customer experiences. This role will directly support a range of leaders and teams within the PXT (HR) organization, including the Corporate HR Partner, HR Shared Service & Technology, and Global Corporate ER organizations. As an HRBP, you will serve as a leader of people and organizational strategy, accelerating business outcomes through diagnosis, development, and execution of integrated solutions. You will build trusted relationships with senior leaders, enabling you to effectively coach, act as a change agent, and influence critical decisions around talent and organizational design to drive business results. Key job responsibilities Organizational Effectiveness - Leverage knowledge of the business, global landscape, and trends to tailor people-focused solutions that drive business outcomes - Interpret key people metrics and trends, utilizing mechanisms to inspect and monitor risks - Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, and enable inclusive decision-making - Partner with senior leaders to build customer-centric organizations that foster agility and empower front line decision-making Senior Leader and Leadership Team Effectiveness - Assess both long-term and immediate senior leader talent needs to achieve business goals - Develop strategies to build required senior leader skills and establish inclusive talent pipelines - Coach and advise individual leaders and leadership teams on improving management abilities, addressing business challenges, and strengthening culture - Challenge senior leaders when necessary to break mental models on ways of working, biases, structure, and talent decisions Change Management - Use listening mechanisms to identify trends, risks, and hot spots to inform change plans and maximize customer experience - Drive effective change environments by leveraging multiple perspectives and inclusive communication strategies - Influence and coach senior leaders as they build their teams' ability to navigate organizational changes - Monitor and evaluate implemented changes to assess effectiveness and durability Talent Planning - Build long-term inclusive workforce plans aligned with business objectives - Coach and support senior leaders in executing workforce plans and making resource allocation decisions - Anticipate industry trends and talent needs, determining gaps in current and future capabilities - Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization's rhythm of business Key job responsibilities Influence without Authority - Effectively influence senior leaders and peers without direct authority - Build credibility through expertise and trusted relationships - Drive change initiatives across organizational boundaries - Persuade stakeholders using data-backed recommendations and compelling narratives Dealing with Ambiguity - Thrive in environments with incomplete information and "live in the grey" - Work independently to make progress despite uncertainty - Navigate complex situations with multiple stakeholders and competing priorities - Maintain effectiveness during periods of significant organizational change GenAI Fluency - Explore new GenAI tools, consider ethics, and measure effectiveness - Apply security measures while experimenting with GenAI to improve work processes - Combine AI with human expertise while maintaining transparency and accountability - Evaluate when GenAI adds value and validates outputs through fact-checking before implementation. High Judgment - Make high-velocity decisions independently with limited guidance - Balance competing priorities and make appropriate trade-offs - Exercise sound judgment in sensitive situations involving people and organizational issues - Know when to escalate issues versus when to resolve independently Problem Solver/Scenario Planning - Anticipate challenges before they arise and develop proactive solutions - Create multiple future scenarios to prepare for various business outcomes - Develop contingency plans for high-impact organizational changes - Apply creative thinking to solve complex organizational problems Basic Qualifications - Bachelor's degree, or experience in a relevant field - Experience creating reports, interpreting metrics and driving overall insights or analysis - 5+ years of HR experience - Experience in organizational leadership and development or talent management, with experience in a senior leadership role - Experience working with, presenting to and influencing senior executives up to VP level Preferred Qualifications - Experience that includes strong analytical skills, attention to detail, and effective communication abilities, or experience in software development and experience in managing and troublshooting network - Experience hiring candidates, mentoring and developing employees in their careers - Experience using data and metrics to drive actionable insights at scale - - Master's degree in Human Resources, Business Administration, or related field Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you're applying in isn't listed, please contact your Recruiting Partner. The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits . USA, WA, Seattle - 130,000.00 - 175,900.00 USD annually

About the Company

Amazon

At Amazon, we don’t wait for the next big idea to present itself. We envision the shape of impossible things and then we boldly make them reality. So far, this mindset has helped us achieve some incredible things. Let’s build new systems, challenge the status quo, and design the world we want to live in. We believe the work you do here will be the best work of your life.

Wherever you are in your career exploration, Amazon likely has an opportunity for you. Our research scientists and engineers shape the future of natural language understanding with Alexa. Fulfillment center associates around the globe send customer orders from our warehouses to doorsteps. Product managers set feature requirements, strategy, and marketing messages for brand new customer experiences. And as we grow, we’ll add jobs that haven’t been invented yet.

It’s Always Day 1
At Amazon, it’s always “Day 1.” Now, what does this mean and why does it matter? It means that our approach remains the same as it was on Amazon’s very first day – to make smart, fast decisions, stay nimble, invent, and stay focused on delighting our customers. In our 2016 shareholder letter, Amazon CEO Jeff Bezos shared his thoughts on how to keep up a Day 1 company mindset. “Staying in Day 1 requires you to experiment patiently, accept failures, plant seeds, protect saplings, and double down when you see customer delight,” he wrote. “A customer-obsessed culture best creates the conditions where all of that can happen.” You can read the full letter here

Our Leadership Principles
Our Leadership Principles help us keep a Day 1 mentality. They aren’t just a pretty inspirational wall hanging. Amazonians use them, every day, whether they’re discussing ideas for new projects, deciding on the best solution for a customer’s problem, or interviewing candidates. To read through our Leadership Principles from Customer Obsession to Bias for Action, visit https://www.amazon.jobs/principles

COMPANY SIZE

10,000 employees or more

INDUSTRY

Other/Not Classified

FOUNDED

1994

WEBSITE

http://Amazon.com/militaryroles

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