HR Specialist, People Foundations, Amazon Leo

Have you ever wanted to be part of a team building industry-changing technology? At Leo, we are building a low Earth orbit satellite network that will deliver broadband connectivity to unserved and underserved communities. Come join one of Amazon"s most ambitious bets, scaling fast toward commercial launch with a workforce that spans hourly 24/7 production operations and corporate teams.

We are seeking an HR Specialist to serve as the programmatic owner for building, shaping, and onboarding Leo onto the people systems and mechanisms that HRPs, managers, and employees rely on. This role exists to unlock HRPs and managers by making sure the platforms, content, and listening mechanisms that serve Leo actually fit Leo"s workforce, not configurations built for other populations. This role is a rethink of how the work gets done. You will work AI-native from the start, using AI to drive a step change in your approach and maximize output across programs, not just to do the same work faster.

You will own the work end-to-end, turning business requirements into configured, working solutions and driving them through the central teams that own the platforms. That includes standing up mechanisms that give leaders a real-time read on workforce sentiment and culture risk, getting Leo-specific content and policy into the right places while removing what does not apply, and locking in the right survey questions and definitions for both the hourly and corporate populations.

This is a portfolio and influence role. You will operate as an independent strategic owner, not a conduit. You will set the prioritization criteria that determine which requirements get resourced, build the intake and road mapping mechanisms the function runs against, and secure Leo"s position in central roadmaps. Leo is smaller by headcount but outsized in business criticality, so it does not always compete for roadmap space on size alone. Your job is to make sure both populations are reflected in the systems that serve them, so HRPs and managers are not left to absorb the gaps.

This role is net-new. You will stand up the inaugural charter, mechanisms, and standards based on customer needs rather than inheriting an established playbook. While Leo is the primary portfolio, this role reports to the Sr. HRP Manager for Leo, Entertainment, Ads/IMDb/Grand Challenge, and Devices & Services (LEAD) and is designed to extend this programmatic muscle across LEAD business lines where similar people-systems needs exist.

Key job responsibilities

• Own the People Systems and Mechanisms Portfolio End-to-End. Own the work to build, shape, and onboard Leo onto its people systems and mechanisms. Run intake, set the criteria that determine which requirements get dedicated resources, and make capacity tradeoffs across active workstreams so the highest-leverage needs land first. Partner with the Leo HRBP team on central efforts like compensation and time systems.
• Build and Onboard Listening and Sensing Mechanisms. Partner with central science teams to stand up the mechanisms that give leaders a real-time read on workforce sentiment and site-level culture risk. Configure them so the signal is accurate and leaders get a self-serve asset, not one that requires HRP interpretation.
• Build AI-Native Mechanisms. Build AI into the portfolio"s core mechanisms rather than treating it as an add-on. Set the standard for how AI-enabled workflows scale this work across LEAD, keeping human judgment on the tradeoffs and decisions.
• Configure Content and Policy Across the Central Platforms. Get Leo-specific content and policy into the right places and remove what does not apply, so self-service actually fits the workforce and directly unlocks HRPs and managers.
• Ensure the Mixed Workforce Is Correctly Represented. Lock in the right survey question sets for both the hourly 24/7 and corporate populations, and codify durable definitions the HRP role runs against, including how proximity is defined and applied.
• Own Portfolio Health and Surface Systemic Risk Early. Build the metrics and status mechanisms that show whether requirements are landing as working solutions, not post-launch defects. Spot systemic vulnerabilities in the intake-to-delivery pipeline before they become compliance exposure or business disruption and drive them to resolution through the owner teams you influence but do not manage.
• Lead Change Management and Write the Strategic Narratives. Roll out delivered solutions with the business and the HRP team, build scalable mechanisms and standards for intake and change, author the PR/FAQs and MBR/QBR inputs that articulate decision points and tradeoffs, and own inputs into OP1 and OP2.
• Extend Programmatic Capabilities Across LEAD. Scale this work across the broader LEAD business lines where similar needs exist, rather than solving them one by one. That includes thinking through hourly-population needs across business lines together, or owning scoping and implementation for shared tool rollouts, so one build serves many.
• Contribute to Initiatives Beyond the Core Portfolio. Take on work that requires programmatic execution, including people-systems integration for acquisitions and preparation for new site buildouts. Sequence the mechanisms so they are operational before the complexity lands.