As a Principal HR Business Partner, you will drive strategic transformation and organizational excellence within Amazon's Device Hardware organization. This role requires deep business acumen to translate product roadmaps, external market dynamics and business priorities into comprehensive people and organization strategies; and shape the future of our hardware engineering teams while fostering a culture of innovation.

Key job responsibilities
Strategic & Business Partnership:

• Partner with VP and Director-level leaders to develop and execute on short and longer term organizational strategies that align with the top priorities of the Device hardware organization
• Lead strategic workforce planning initiatives that consider market conditions, technology trends, and competitive landscape
• Leverage business insights to identify opportunities for organizational optimization and talent investment for the future
• Drive M&A integration strategies and organizational design decisions that support business growth
• Advise VP/Director-level leaders on leadership capabilities, cultural competencies

Business & Organizational Impact:
• Translate complex business priorities into actionable people strategies
• Design scalable organizational models that support business deliverables
• Partner with stakeholders including Talent acquisition and Finance to create workforce plans while maintaining and increasing organizational effectiveness
• Lead organizational health diagnostics and implement solutions that drive business performance
• Create talent acquisition and retention strategies aligned with business growth trajectory

Change Management & Transformation:
• Lead complex, strategic change initiatives leveraging insights to guide organizational evolution and transformation
• Create effective change environments considering multiple stakeholder perspectives
• Balance short-term operational needs with long-term strategic objectives

Talent Strategy & Organizational Health:
• Develop long-term, inclusive workforce plans aligned with hardware product roadmaps
• Create and maintain succession planning and talent pipeline strategies • Implement talent mechanisms into business rhythm and operations
• Anticipate future capability gaps and talent needs based on business strategy