At Amazon, HR Partners (HRP) provide high-judgment HR support to managers across levels at scale, enabling them to become force multipliers for customer impact and positive employee experience. They demonstrate advanced knowledge of HR policies, processes, and tools, acting as trusted consultants to managers and senior leaders. HRPs work backwards from the voice of the manager to deliver personalized experiences and drive large-scale initiatives using technology and simplified processes that match the speed and agility of our business. They operate independently as subject matter experts with deep knowledge of regional programs and policies, collaborating extensively with HR Business Partners, Employee Relations, Legal, and others to provide integrated people solutions.

Key job responsibilities
Sr. HRPs support managers and senior leaders to handle 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 Sr. HRP acts as an influential partner in helping managers and senior leaders with talent and performance management processes, people development, HR policies, and implementation of organizational changes at the country or regional level. Thanks to their front-line visibility across businesses, Sr. HR Partners are positioned to spot trends, identify emerging needs, and address them in collaboration with appropriate business and HR stakeholders.

1. Performance Management: Support managers through complex and nuanced performance management cases including performance improvement plans and assessments. Guide managers in implementing performance management processes and tools effectively. Partner with managers to ensure bias-free evaluations and effective coaching approaches across teams. Analyze performance data to identify trends, share insights, and develop solutions for systemic issues. Lead initiatives to enhance performance management practices across multiple teams or countries.

2. Employee Relations: Handle complex and nuanced employee relations cases and investigations following established processes and policies. Conduct thorough and impartial investigations, support grievance processes, and lead informal discussions or mediation. Provide guidance to managers on sophisticated ER matters including policy violations and workplace concerns across countries. Partner with Legal and Employee Relations teams to resolve sensitive cases while ensuring compliance and risk mitigation. Analyze investigation findings, prepare recommendations, and identify trends to prevent future risks. Drive process improvements in employee relations practices based on data-driven insights.

3. Change Management: Drive implementation of employee programs and lead improvements in manager experience. Partner with HR Business Partners and central teams on complex change initiatives across countries. Use data and insights to advocate for and influence process improvements. Design and execute change management strategies to ensure effective adoption across diverse employee groups. Lead cross-functional initiatives that impact organizational effectiveness and manager capability at scale.

4. Strategic Partnership and Influence: Handle ambiguous initiatives where problems and solutions may not be clearly defined. Use expertise and judgment to determine appropriate goals, inform decisions, manage stakeholder expectations, and design long-term solutions. Take the lead on local and regional initiatives. Present decisions and recommendations to senior leaders. Write strategic narratives and documents (6-pagers, MBR/QBR documents) and present them to leadership and cross-functional teams. Foster constructive dialogue, harmonize discordant views, and lead resolution of contentious issues to build consensus.