Principal HR Business Partner, Amazon International Stores (AIS) PXT

Amazon International Stores (AIS) People Experience & Technology (PXT) Team is seeking a strategic and solution-focused Human Resources Leader to power the trajectory of our business by ensuring we have the right talent mix, senior leadership, and capabilities to innovate and deliver exceptional customer experiences. This role will directly partner with VP of International Seller Services (ISS) as we empower sellers by building innovative solutions across multiple programs that serve millions of sellers globally.

In this Principal HRBP role, you will be the strategic link between multiple PXT partners and our business leaders, driving forward-thinking talent strategies (Strategic Workforce Planning, Org Design transformation, site strategies, re-imagining talent needs, etc.) across an international matrix that align with and enable our business priorities around the globe. The role requires a strategic thinker who can translate complex business challenges into simplified people solutions, influence across multiple stakeholder groups, and implement talent strategies that enable ISS to scale effectively while maintaining Amazon"s unique culture. Your strong business acumen will be crucial in translating organizational goals into actionable HR strategies and initiatives. You"ll serve as a trusted advisor, providing executive coaching and influencing decision-making at all levels of the organization.

The ideal candidate will have a proven track record of partnering with business leaders to drive strategic initiatives. You should possess excellent communication skills (including doc writing), the ability to diagnose complex issues, and the capability to influence long-term solutions and outcomes. Your expertise in change management, coupled with your ability to thrive in a fast-paced, ambiguous environment, will be crucial in this role.

If you are a strategic thinker with a passion for working in a fast paced and growing environment with customers that are leading industry innovations and have a drive to excel in a dynamic, global setting, we want to hear from you. Your role will be instrumental in fostering an environment where both our business and our people can thrive and grow.

Key job responsibilities

Key job responsibilities

Organizational Effectiveness

Design and implement organizational structures that optimize for speed, customer obsession, and operational excellence across functions

Partner with leaders and PXT partners around the globe to diagnose organizational health, identify capability gaps, and develop interventions that improve team performance and engagement

Lead organizational design initiatives during periods of growth, transformation, or restructuring, ensuring minimal disruption to business operations

Create and deploy metrics and dashboards that provide leaders with actionable insights on organizational health and effectiveness

Senior Leader and Leadership Team Effectiveness

Serve as a trusted advisor to senior leaders, providing coaching on leadership effectiveness, team dynamics, and organizational challenges

Facilitate leadership strategy sessions, and working sessions that drive alignment and accelerate decision-making

Assess leadership team effectiveness and design interventions that improve collaboration, communication, and collective impact

Partner with leaders to develop their direct reports, building a strong pipeline of future leaders

Change Management

Lead enterprise-level change initiatives, developing comprehensive change strategies that drive adoption and minimize resistance

Design and execute communication plans that keep stakeholders informed and engaged throughout transformation efforts

Build change capability within the organization by coaching leaders and teams on change management best practices

Measure change effectiveness and adjust strategies based on data and feedback

Talent Planning and Development

Partner with leaders to build talent strategies that attract, develop, and retain top performers

Lead succession planning efforts, ensuring critical roles have ready-now and future-ready successors

Drive talent review processes that identify high performers and create targeted development plans

Strategic HR Business Partnership

Serve as the primary HR partner to leadership, providing guidance on all people-related matters

Translate business strategy into people strategy, ensuring HR initiatives directly support business objectives

Partner with Centers of Excellence (Compensation, Benefits, Talent Acquisition, Learning & Development) to deliver integrated HR solutions

Use data and analytics to inform decisions, measure impact, and demonstrate ROI of HR initiatives

Drive employee engagement and retention through proactive interventions and continuous improvement

A day in the life

A day in the life

Influence without Authority

• Effectively influence senior leaders and peers (global HRBPs) without direct authority
• Build credibility through expertise and trusted relationships
• Drive change initiatives across organizational boundaries
• Persuade stakeholders using data-backed recommendations and compelling narratives

Dealing with Ambiguity

• Thrive in environments with incomplete information and "live in the grey"
• Work independently to make progress despite uncertainty
• Navigate complex situations with multiple stakeholders and competing priorities
• Maintain effectiveness during periods of significant organizational change

Gen AI Fluency

• Explores new GenAI tools, considers ethics, and measures effectiveness
• Applies security measures while experimenting with GenAI to improve work processes
• Combines AI with human expertise while maintaining transparency and accountability
• Evaluates when GenAI adds value and validates outputs through fact-checking before implementation.

High Judgment

• Make high-velocity decisions independently with limited guidance
• Balance competing priorities and make appropriate trade-offs
• Exercise sound judgment in sensitive situations involving people and organizational issues
• Know when to escalate issues versus when to resolve independently

Problem Solver/Scenario Planning

• Anticipate challenges before they arise and develop proactive solutions
• Create multiple future scenarios to prepare for various business outcomes
• Develop contingency plans for high-impact organizational changes
• Apply creative thinking to solve complex organizational problems