Principal Human Resources Business Partner (HRBP) - Amazon Pharmacy, Amazon Pharmacy PXT

Job Overview

The Amazon Pharmacy PXT team is seeking a strategic Principal Human Resources Business Partner (HRBP) to drive Talent Strategy and power the trajectory of our business. Amazon Pharmacy is transforming healthcare by making it easier for customers to access affordable medications and healthcare services. We focus on inventing the future of pharmacy while improving current customer experiences.

As a Principal HRBP, you will serve as a strategic leader of people and organizational strategy, partnering directly with senior executives (VPs and Directors) and their leadership teams to accelerate business outcomes through diagnosis, development, and execution of integrated, scalable solutions. This role offers an excellent opportunity to drive impact in a rapidly evolving organization alongside passionate, customer-obsessed healthcare and tech leaders.

Key job responsibilities

Organizational Effectiveness

• Partner with senior business leaders to develop and execute HR strategies and planning activities that foster organizational and people effectiveness, including organizational design, workforce planning, succession planning, and skills assessment and development aligned with enterprise-level priorities
• Leverage deep knowledge of the business, global landscape, and industry trends to architect people-focused solutions that drive measurable business outcomes at scale
• Interpret complex people metrics, organizational health diagnostics, and business data to recommend and drive systemic improvements across multiple organizations
• Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, enable inclusive decision-making, and foster customer-centric agility
• Partner with stakeholders including Talent Acquisition, Central HR Partner teams, and Finance to create comprehensive workforce plans that address current and future business needs

Senior Leader and Leadership Team Effectiveness

• Serve as the primary HRBP for senior leaders (VPs and Directors), providing strategic counsel on organizational capabilities needed to drive success
• Develop and execute strategies to build required senior leader skills and establish inclusive, diverse talent pipelines at the executive level to achieve ambitious business goals
• Provide executive coaching to individual leaders and leadership teams on improving management abilities, addressing complex business challenges, and strengthening organizational culture
• Lead executive talent reviews and succession planning processes to ensure robust leadership bench strength

Change Management and Strategic Influence

• Act as a strategic change agent, using listening mechanisms and data analytics to identify trends, risks, and hotspots to inform enterprise-level change plans
• Drive effective change environments by leveraging multiple perspectives, inclusive communication strategies, and stakeholder management across organizational boundaries
• Influence and coach senior leaders as they build their teams" ability to navigate significant organizational transformations
• Monitor and evaluate implemented changes to assess effectiveness, durability, and impact on business outcomes
• Translate business strategy and goals into optimal HR processes that are scalable, simple, customer-focused, and adaptable to unique and changing business needs

Talent Planning and Management

• Implement talent mechanisms into business rhythm and operations, leading both annual and mid-year review processes to ensure rigorous performance management and talent development
• Coach and support senior leaders in building and executing workforce plans and making strategic resource allocation decisions aligned with business objectives and organizational priorities
• Anticipate industry trends and talent needs, determining gaps in current and future capabilities across the organization
• Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization"s rhythm of business
• Provide strategic compensation consultation including annual compensation planning, promotions, and ad hoc analysis and support
• Work with business groups to assess, create, and implement innovative solutions for employee engagement initiatives within assigned client groups and across the broader organization

Key Competencies

Influence without Authority

• Effectively influence senior executives and cross-functional peers without direct authority
• Build credibility through deep expertise, business acumen, and trusted relationships at the executive level

Dealing with Ambiguity

• Thrive in environments with incomplete information and complexity
• Navigate highly complex situations with multiple senior stakeholders and conflicting objectives

Gen AI Fluency

• Explore new GenAI tools to enhance HR processes, considering ethics, bias implications, and measuring effectiveness
• Combine AI capabilities with human expertise while maintaining transparency and accountability in people decisions

High Judgment

• Make high-velocity, high-impact decisions independently with limited guidance in ambiguous situations
• Exercise sound judgment in sensitive situations involving senior leaders, organizational issues, and confidential matters

A day in the life

To be successful in this role, you"ll bring deep passion for business success, matched with strong learning agility to grasp complex challenges. You will have a proven track record of effective partnership with senior executives, ability to influence with data while connecting quantitative and qualitative insights, and ability to partner effectively with HR centers of excellence while driving local innovation. Your experience includes managing end-to-end talent cycles, from executive-level strategic organizational planning to annual performance and compensation processes. Strong data acumen, analytical and strategic thinking, excellent communication, coaching, and project management skills will be required to be successful in this role.

We work in a dynamic environment and move fast! The ideal candidate is someone who is comfortable with ambiguity and thrives where there are opportunities to drive improvement and changes. You excel at balancing competing priorities, driving measurable impact, and translating business goals into impactful people strategies that enable organizational success