Principal Human Resources Business Partner (HRBP) - Amazon Pharmacy, Amazon Pharmacy PXT
About the role
The Amazon Pharmacy PXT team is seeking a strategic Principal Human Resources Business Partner (HRBP) to drive Talent Strategy and power the trajectory of our business. Amazon Pharmacy is transforming healthcare by making it easier for customers to access affordable medications and healthcare services. We focus on inventing the future of pharmacy while improving current customer experiences.
Key job responsibilities
Partner with senior business leaders to develop and execute HR strategies and planning activities that foster organizational and people effectiveness, including organizational design, workforce planning, succession planning, and skills assessment and development aligned with enterprise-level priorities
Leverage deep knowledge of the business, global landscape, and industry trends to architect people-focused solutions that drive measurable business outcomes at scale
Interpret complex people metrics, organizational health diagnostics, and business data to recommend and drive systemic improvements across multiple organizations
Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, enable inclusive decision-making, and foster customer-centric agility
Partner with stakeholders including Talent Acquisition, Central HR Partner teams, and Finance to create comprehensive workforce plans that address current and future business needs
Serve as the primary HRBP for senior leaders (VPs and Directors), providing strategic counsel on organizational capabilities needed to drive success
Develop and execute strategies to build required senior leader skills and establish inclusive, diverse talent pipelines at the executive level to achieve ambitious business goals
Provide executive coaching to individual leaders and leadership teams on improving management abilities, addressing complex business challenges, and strengthening organizational culture
Lead executive talent reviews and succession planning processes to ensure robust leadership bench strength
Act as a strategic change agent, using listening mechanisms and data analytics to identify trends, risks, and hotspots to inform enterprise-level change plans
Drive effective change environments by leveraging multiple perspectives, inclusive communication strategies, and stakeholder management across organizational boundaries
Influence and coach senior leaders as they build their teams' ability to navigate significant organizational transformations
Monitor and evaluate implemented changes to assess effectiveness, durability, and impact on business outcomes
Translate business strategy and goals into optimal HR processes that are scalable, simple, customer-focused, and adaptable to unique and changing business needs
Implement talent mechanisms into business rhythm and operations, leading both annual and mid-year review processes to ensure rigorous performance management and talent development
Coach and support senior leaders in building and executing workforce plans and making strategic resource allocation decisions aligned with business objectives and organizational priorities
Anticipate industry trends and talent needs, determining gaps in current and future capabilities across the organization
Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization's rhythm of business
Provide strategic compensation consultation including annual compensation planning, promotions, and ad hoc analysis and support
Work with business groups to assess, create, and implement innovative solutions for employee engagement initiatives within assigned client groups and across the broader organization
Key Competencies
Influence without Authority
Dealing with Ambiguity
Gen AI Fluency
High Judgment
Talent Planning and Management
Coach and support senior leaders in building and executing workforce plans and making strategic resource allocation decisions aligned with business objectives and organizational priorities
Anticipate industry trends and talent needs, determining gaps in current and future capabilities across the organization
Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization's rhythm of business
Provide strategic compensation consultation including annual compensation planning, promotions, and ad hoc analysis and support
Work with business groups to assess, create, and implement innovative solutions for employee engagement initiatives within assigned client groups and across the broader organization
Basic Qualifications
Bachelor's degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
Experience partnering with multiple business leaders in a complex and fast-paced business setting which is in high growth mode
10+ years of HR experience with demonstrated impact at senior levels
Preferred Qualifications
Master's degree or above in Human Resources Management, Business Administration or a related field
Experience using data and metrics to determine and drive improvements
Experience coaching and mentoring at the management level
Experience that includes strong analytical skills, attention to detail, and effective communication abilities, or experience in software development
Experience in healthcare field