Sr. HRP Manager, Amazon Leo

About the role

At Leo, we are building a low Earth orbit satellite network that will deliver broadband connectivity to unserved and underserved communities. We are seeking a Sr. HRP Manager to lead the team of Site HR Partners supporting Leo’s Production Operations (ProdOps) organization and to serve as the single-threaded HRP leader for the ProdOps business. You will hold a seat at both the Leo ProdOps PXT and Leo PXT Leadership tables. You’ll be part of a team delivering on one of Amazon’s boldest bets, from production floor to orbit, in an environment where every satellite is a one-way-door decision and the pace demands manager excellence as a precondition to mission success.

Key responsibilities

• Define and Own the ProdOps HRP Strategy: Serve as the single-threaded HRP leader for the ProdOps business with a seat at the Leo ProdOps PXT and Leo PXT Leadership Tables. Define the multi-year HRP strategy for ProdOps aligned to Leo’s business trajectory (commercial launch, geographic expansion, operational maturity), and translate enterprise HR direction into ProdOps-specific execution. Shape people strategy alongside business leaders and Line PXT on decisions impacting talent, organizational health, and operational readiness.
• Lead and Develop the ProdOps HRP Team: Directly manage a team of Site HRPs supporting the hourly manufacturing workforce across production sites and shifts. Demonstrate a clear understanding of the performance and leadership bar and apply it to hiring and talent decisions. Provide regular coaching and feedback that grows each HRP’s strategic judgment, functional skill, and leadership capability. Set individual goals that ladder to team and function objectives and build a team that delivers successfully with increasing independence.
• Set HRP Strategy and Standard of Excellence for ProdOps: Define the frameworks, mechanisms, and quality standards your team operates within. Drive synergies by coordinating with the business and respective Line HR leaders, and ensure your team delivers a consistent, high-quality manager experience across all sites and shifts. Build inspection mechanisms that ensure advisory quality, sound judgment, and timely closure across your team’s portfolio.
• Architect the Integrated HRP Delivery Model: Design and govern how Site HRP, Corp ProdOps HRP, and Launch Services HRP connect into a single, integrated partnership model the business experiences seamlessly. Define shared mechanisms, escalation paths, hand-off protocols, and quality standards across channels. Own the governance framework that ensures consistency and connected delivery regardless of which HRP channel a manager engages.
• Ensure High-Quality Manager Guidance: Own team metrics and the manager customer experience. Review the guidance and case work your team handles to ensure quality, sound judgment, and timely closure. Coach your team to operate as independent advisors who synthesize inputs into action and communicate risk proactively rather than acting as conduits.
• Drive Efficiency and Continuous Improvement at Scale: Identify opportunities for standardization and optimization across the ProdOps HRP function. Build scalable mechanisms and process improvements that shift team capacity from reactive case handling toward proactive, capability-building work. Design structures that absorb future Leo-wide business growth (new production sites, geographic expansion, acquisition integration) without requiring ground-up rebuilds.
• Employee Relations Strategy and Excellence: Partner with the Global Corporate Employee Relations Director for D&S to build listening strategies and design mechanisms that surface employee experience signal before it becomes escalation. Provide guidance and oversight to your team on ER cases, ensuring sound judgment, timely closure, and adherence to a high bar on ER-related metrics. Set the standard for how your team navigates complex workplace investigations, escalations, and change management in a high-stakes, fast-paced environment.
• Build Manager Capability Through Mechanisms: Design and run scalable mechanisms that build manager capability over time (manager enablement, structured coaching, proactive insight tools) so managers lead effective teams with growing confidence and self-sufficiency. Build enduring capability that strengthens the manager population, not just individual interventions.
• Measure & Inspect: Establish centralized data repositories, dashboard-driven trend analysis, and feedback loop closure mechanisms that surface employee experience signal before it becomes escalation. Translate operational data into systemic insights that inform strategy.
• AI-First Service Delivery: Set the vision and drive execution of AI-powered HRP service delivery through tools like Amazon Quick, automated workflows, and self-service mechanisms that reduce manual overhead, increase HRP capacity for advisory work, and position the team ahead of Amazon-wide operating model shifts (e.g., Aza-first ingress). Establish governance for responsible AI use, build team fluency in AI tools, measure adoption, and champion transformation across the HRP function.

Basic qualifications

• Bachelor’s degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
• 5+ years of hiring, developing, and leading high-performing teams experience
• 10+ years of human resources management experience
• Experience analyzing HR data and translating metrics into actionable workforce strategies
• Export Control Requirement: Due to applicable export control laws and regulations, candidates must be a U.S. citizen or national, U.S. permanent resident (i.e., current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum.

Preferred qualifications

• Master’s degree in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
• Experience scaling an organization through rapid growth or expansion
• Experience leading HR teams in manufacturing, aerospace, or 24/7 operational environments
• Experience setting the vision for AI-enabled HR operating models, including governance frameworks for responsible automation and measurable efficiency gains
• Experience leading through ambiguity in startup-to-scale transitions where problems, strategy, and team structure are not yet defined