This is a fixed term contract role for 22 months. Amazon's mission to be Earth's most customer-centric company depends on our talented people. Their innovation and dedication deliver exceptional customer experiences daily. As we work to become Earth's best employer, our People eXperience and Technology (PXT) teams drive business growth by creating an inclusive culture focused on safety, engagement, and innovation.

At Amazon, our HR Regional Partners are known for their knowledge of HR programs, processes and tools. They act as frontline consultants to clients (mainly people managers) to create positive employee experience, offering consistent HR advice on people matters. In this role, the HR Regional Partner will work closely with an established works council, serving as a key liaison between management and employee representatives to ensure collaborative decision-making and compliance with co-determination requirements. They operate and are seen as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across various businesses. A key area of focus for the HRP is to increase manager capability, which should enable them to be more self-sufficient and drive manager education on important people programs, policies, tools and processes. Whilst doing this, the HRPs are continuously raising the bar on harmonizing practice across a geography and sharing best practices.

The position is based in Berlin.


Key job responsibilities
Managers collaborate using different communication channels with the HR Regional Partners to support sensitive and often-complex employee issues including disciplinary, performance improvement and grievance processes. These channels can include 1:1s, multiple stakeholder meetings, as well as scalable learning formats to educate Managers on relevant people matters. The HRP will act as an influential partner in helping managers with talent management processes, people development, and implementation of organizational changes. Thanks to their visibility across businesses and their access to data on managers and employees' requests, HRPs can spot trends, identify emerging needs, and address them with innovative people programs, tools and processes.
1. Core HR Responsibilities
• Act as the site leader on topics/requests that are site specific like policies, labor law changes impacting local HR processes, compliance
• Partner with our HR Services teams to guarantee positive employee experience by ensuring that people transactions are processed timely and processes are continuously reviewed, improved and streamlined
• Design and deliver Manager Education initiatives to further drive collective education and manager effectiveness
• Analyze data and observations across the organization, highlighting trends and recommending/driving solutions, as appropriate
2. Employee Relations & Support:
• Act as the primary point of contact for an established works council, partnering effectively on matters requiring co-determination and ensuring timely information sharing and collaborative problem-solving
• Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation, across multiple countries
• Conduct investigations and manage ER cases, in coordination with the Employee Relations and with the Legal departments
3. Performance management:
• Work with people managers end to end on performance management cases
• Analyze data and trends on ER and performance management, in order to provide input to the business strategy to HRBP, preventing the recurrence of known issues
4. Talent Management:
• Coach, train and guide managers during the Talent Management and Annual Compensation Planning processes
• Develop toolkit and communications that help managers to be self-sufficient with Talent Reviews
5. People Development:
• Enable the success of new & experienced managers by leveraging, delivering and improving existing training contents and Inside pages, and collaborating with the EU and global Talent Development teams to anticipate and address emerging needs
• Support managers and employees in identifying training opportunities to further develop functional and managerial skills
• Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives
6. Organization and change management:
• Manage employees' programs and support managers to drive improvements in employees' engagement
• Provide support and guidance to HR Business Partners and Business Managers on change initiatives