Overview
the hrbp provides support to a fulfillment center operations team by partnering with senior stakeholders on the site related business and people agenda and manages the site's wide projects independently.
company culture steward
* applies understanding of leadership principles and values when consulting with employees and managers (i.e.: performance improvement, coaching plans, team meetings, employee development and promotions).
* initiates and supports client group or site (or multiple site leadership) to develop the culture for that site or business.
organization development & planning
* understands key business goals, and business priorities, able to apply to core areas of hr responsibilities in order to prioritize work and set goals.
* provides input into org design discussions (i.e. information about talent for succession planning, attrition risks).
* implements communication plan for org changes.
organization health
* conducts diagnostics to identify trends and environmental er or workplace issues, communicates findings.
* partners with management to drive positive er, or negotiation of works council or labor agreements.
* proactively monitors and acts to address er or labor changes for the operation.
* implements components of strategy and action plans that address workplace environment, employee engagement or retention issues.
* conducts investigations of employee relations issues in consultation with management.
* supports rollout of compliance initiatives; understands and independently counsels the business regarding local employment law and legislation changes.
* leads client group or site engagement activities and audits to monitor org health and to engage with employees/associates.
workforce planning & talent acquisition
* partners with recruiting and agencies to coach managers around recruiting process.
* interprets hiring data and provides recommendations to recruiting and client leaders for sourcing strategies.
* understands local market for staffing needs.
* participates in interview loops and debriefs.
* approves offers, transfers, and compensation exceptions in client org.
* engages with managers to ensure launch plans are created, participates in launch plans as needed.
* monitors vendor and 3rd party worker relationships for co-employment risk.
* works 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
* facilitates or assists multiple department or group level talent discussions.
* drives identification and management of forward looking promotions for managers.
* coaches and develops business, site(s) leadership on performance and talent management with the business teams.
* identifies participants for programs, and manages internal communications related to training and development.
* partners with leaders on talent development.
hr operations
* analyzes data and shares with leaders.
* trains and/or consults with managers on employee life cycle issues.
* utilizes connections data and provides ideas and strategies for how to improve engagement and manager capability.
* is able to speak to attendance, attrition, and staffing trends.
* identifies gaps in policy and services, makes recommendations for system process improvement and may draft and maintain policies for site.
* rolls out new policy changes/services and ensures business adoption and/or understanding of changes.
* may recommend exceptions to policies with input from senior leaders or hr management.
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