At Amazon, we're working to be the most customer-centric company on earth. To get there, we need exceptionally talented, bright, and motivated people. As a Sr. Recruiting Business Partner (Sr RBP), you will partner with dedicated Sourcers to cultivate sourcing channels, develop relationships with hiring managers, and close searches against tight deadlines. In this role, you will be responsible for talent attraction strategies and utilize your experience setting benchmarks and metrics.

We need a talented Sr RBP to help us find the best talent in the world to support our growth. Amazon is one of the most recognizable brand names in the world and we distribute millions of products each year to our loyal customers. The Sr RBP will work with a team of peers including Sourcers and Recruiting Coordinators focusing in the areas of candidate talent search and placement, process improvement, strategy development and will act as the primary point of contact for supported groups. They will foster a collaborative team environment and a strong service-oriented culture that ensures delivery of efficient, effective, quality driven service to internal customers and meets customer service level agreements.

Sr. RBP possess excellent consultation and partnership skills to consult world-class business and Talent Acquisition partners. They must be passionate about hiring and developing recruiting talent and have a personal track record of successfully delivering against the most difficult talent acquisition challenges. They will have business acumen, strong analytical skills, operational excellence, and comfortable working in an ambiguous environment. They will have exceptional talent assessment skills, a high bar for talent and exceptional written and verbal communication skills.

This role is based in Seattle, WA.

Key job responsibilities
Ability to lead and execute complex strategies and initiatives, which at time can be ambiguous in nature
• Educate stakeholders on the recruiting process, external demographic and set expectations of how businesses/hiring teams need to participate as well as best practices.
• Partner with Sourcers to build effective passive candidate sourcing strategies
• Manage the candidate experience by supporting candidates from prep to close.
• Participate in prebriefs, onsite interviews and debriefs.
• Ability to effectively conduct, negotiate and close complex offers in competitive markets.
• Manage the allocation, observe trends that could affect the ability to meet the demand, and create strategies to get back on track.
• Monitor the vacancies, pipeline, allocation, funnel conversion, time to fill, diversity, and quality of hire.
• Provide oversight of the interviewer pool and work with Hiring Managers if additional participation or course correction required.
• Ability to write effective recruiting plans with deliverables, timelines and a formal tracking process and present them to key stakeholders.
• Ensure we are consistent across the org with streamlining the recruiting process from phone interview to onsite.
• Utilize market data and trends to guide the business with opportunities that could address their needs faster.
• Report insights to the business stakeholders on metrics, measurements, and status of performance indicators.
• Actively participate in workforce planning with the potential to span multiple job families, levels, or geographical locations
• Utilize analytics to anticipate roadblocks and problem solve.
• Manage special projects/ recruiting initiatives.