Job Description

DESCRIPTION

Amazon Devices is the team behind the best-selling Amazon Echo & Alexa devices, Kindle e-reader, Fire tablet, Fire TV, and Dash Button product lines. Devices hosts a highly diverse and innovative 20,000+ employee base in software and hardware engineering, supply chain and manufacturing, to product and program management distributed across 20+ countries.

The Principal, Talent Management Business Partner role will build a holistic, integrated talent strategy for the Amazon Devices business, while rolling up their sleeves to deliver and own end-to-end organization wide org effectiveness solutions. The role owns the business focused talent management strategy for multiple Organizations including Devices Hardware, Consumer Robotics, Software, Sales and Marketing, Business Development, Operations and Supply Chain. The Principal will conduct organization level analyses to uncover meaningful insights on critical talent issues. They will partner closely with our Devices HR COEs, Amazon Global Talent Management COE, HR leaders and business leaders to drive organizational design efforts, and build/manage talent and career growth programs.

This is a great opportunity for a strong systems thinker and builder to directly impact mechanisms we use to assess, grow, retain, and place Amazon Devices talent. This position provides invaluable exposure to broad HR strategic efforts where you can strongly influence. As a senior member of talent management, this role provides ample opportunity to design and innovate solutions for, and regularly communicate with, HR and business leadership.

The ideal candidate must be self-driven, possess a high degree of ownership and have strong business acumen, excellent business writing and influencing skills, planning/project management skills and thrive working in a fast-paced environment. This role requires dealing with a high level of ambiguity and feeling comfortable operating in a space with little direction for solving hard, complex talent and organizational business problems. There is no opportunity in this role to outsource work to external consultants so candidates must have strong ownership, grit, and drive for results.

The successful candidate will have a demonstrated track record of:

• Knowing Your Customers. Understand their priorities, what they are saying, and more importantly, what they aren\'t. Deliver and drive value for them.
• Innovation. Appreciate what exists, identify why it works. Then rebuild it or build something different that derives even MORE value and a better customer experience.
• Judgment. Take different perspectives and business needs, develop a solution that works, move the ball forward. Be able to support your opinions with sound reasoning grounded in the business.
• Systems Thinker. Understand all the connections and integration points through the entire talent management lifecycle.
• Thinking Big. How do we build it bigger, better, faster? What aren\'t we thinking of?
• Research driven. We seek to be the most scientific HR organization in the world. We form hypotheses about the best talent management techniques and then set out to prove or disprove them with experiments and careful data collection.
• Prioritization. There will be a constant flow of work, both tactical and strategic. Determine what gets done first and why, while managing a plan for what to do with everything else.
• Building relationships. Partner with Devices HR COE teams, HR Business Partners, Business Leaders, and corporate COE teams. Share best practices, partner on solutions, and move the organizations forward together.
• Consulting. Utilize past experience, deep knowledge of processes and policies, and knowing what\'s going on across our organization to create custom solutions and localize as needed.
• Communicating. Share your ideas, listen to others, follow-up, and follow-up again. Use the language of the business and avoid \xe2\x80\x9cconsultant speak\xe2\x80\x9d.
• Resourcefulness. If you don\'t know it, that\'s ok. But you should know where to go for the answer or how to find out.
• Bias for Action and dealing with ambiguity. Sometimes it is not clear how we are going to get there. Can you help carve a path? How fast can you do it? What are the tradeoffs? Take risks and be willing to try new things, fail fast and iterate.

Key job responsibilities

• Design the overall talent review strategy which includes promotions, succession planning, talent development, long term talent planning, organizational reviews, and diversity, equity and inclusion; design a holistic system for talent programs that deliver meaningful insight on critical talent issues and builds a strong and diverse senior leader bench and pipeline; this includes strong inputs, simplified processes, and actionable outcomes, feeding one talent process to another throughout the year.
• Talent Management, Assessment, and Review: Build innovative, scalable talent assessment and review mechanisms to grow and retain critical senior leader talent, including proposals for new programs like rotating senior leader talent in to hard-to-fill and/or critical roles.
• Recognize where there may be gaps between global and business-specific needs. Creatively find solutions to fill these gaps, where appropriate. Influence the global corporate team by advocating for change and sharing best practices.
• Partner closely with our Analytics, Employee Survey (\xe2\x80\x9cConnections\xe2\x80\x9d), and Diversity and Inclusion teams to identify opportunities for integration points and address specific talent needs leveraging talent data and themes.
• Partner with our Analytics team to automate talent reporting and building innovative tools to uncover talent insights and drive strategic talent discussions.
• Benchmark best practices for career growth conversations and career development across Amazon and build resources to leverage existing career growth tools, and drive a culture of career growth across Amazon Devices; partner with HR and business leaders to gain adoption on existing and implement new career growth mechanisms.
• Program manage and own select talent management programs built in Amazon Devices or the GTM team.
• Measure and assess the impact of tools and resources introduced to the organization. Continually evaluate solutions for quality, business impact, scalability and sustainability. Conduct post launch evaluations to understand successes and improvement opportunities while establishing methods for sustained adoption.

We are open to hiring candidates to work out of one of the following locations:

Seattle, WA, USA | Sunnyvale, CA, USA

BASIC QUALIFICATIONS

7-10 years of experience leading relevant talent programs, including experience leading cross-functional, global projects.
Bachelors degree
Experience in building an overall talent strategy in a highly ambiguous, flexible environment.
Experience in talent management, organizational network analysis, organizational design and development.

PREFERRED QUALIFICATIONS

Strong data-driven, business writing skills.
Understanding of experimental design and testing of ideas that justifies ROI on solutions.
Experience handling confidential information with discretion.
Ability to convey ideas and recommendations in a clear, compelling and succinct way in written and verbal communications.
Strong organizational and multitasking skills with ability to balance competing priorities.
Self-starter who can work independently in a fast-paced, ambiguous environment.
Ability to communicate effectively and work constructively with technical and business clients.
Experience identifying and resolving issues independently, will take initiative even under unfamiliar or ambiguous circumstances. Strong bias for action and \xe2\x80\x9cgets stuff done\xe2\x80\x9d attitude.
Exceptional analytical skills, comfortable working with large amounts of data and communicating data findings, including experience establishing and tracking program metrics
Proven success in a large fast paced, preferably technology-driven, organization
Master\'s degree or MBA preferred
HR Business Partner experience is a plus

Amazon is committed to a diverse and inclusive workplace. Amazon is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation, please visit https://www.amazon.jobs/en/disability/us.

Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $119,800/year in our lowest geographic market up to $222,800/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. Applicants should apply via our internal or external career site.

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