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

Amazon

Seattle, WA

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JOB DETAILS

SKILLS

Analysis Skills, Artificial Intelligence (AI), Business Administration, Business Operations, Business Plan, Business Skills, Business Strategy, Cadence, Candidate Pipeline, Change Management, Coaching, Communication Skills, Cross-Functional, Customer Experience, Customer Relations, Data Analysis, Data Processing, Detail Oriented, Executive Relationships, Finance, Financial Analysis, Healthcare, Human Resources, Human Resources Management, Human Resources Processes, Human Resources Strategy, Industrial Relations, Industry/Trade Analysis, Leadership, Medications, Mentoring, Metrics, Organizational Culture, Organizational Development/Management, Performance Management, Pharmacy, Process Improvement, Project/Program Management, Promotional Programs, Psychology, Resource Management, Risk Analysis, Software Development, Strategic Planning, Succession Planning, Talent Management, Team Lead/Manager, Team Player, Trend Analysis, Workforce Planning

LOCATION

Seattle, WA

POSTED

25 days ago

Description 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 Basic Qualifications - Bachelor's degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field - Experience partnering with multiple business leaders in a complex and fast-paced business setting which is in high growth mode - - 10+ years of HR experience with demonstrated impact at senior levels Preferred Qualifications - Master's degree or above in Human Resources Management, Business Administration or a related field - Experience using data and metrics to determine and drive improvements - Experience coaching and mentoring at the management level - Experience that includes strong analytical skills, attention to detail, and effective communication abilities, or experience in software development - - Experience in healthcare field Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status. Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you're applying in isn't listed, please contact your Recruiting Partner. The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits . USA, WA, Seattle - 154,700.00 - 209,300.00 USD annually

About the Company

Amazon

At Amazon, we don’t wait for the next big idea to present itself. We envision the shape of impossible things and then we boldly make them reality. So far, this mindset has helped us achieve some incredible things. Let’s build new systems, challenge the status quo, and design the world we want to live in. We believe the work you do here will be the best work of your life.

Wherever you are in your career exploration, Amazon likely has an opportunity for you. Our research scientists and engineers shape the future of natural language understanding with Alexa. Fulfillment center associates around the globe send customer orders from our warehouses to doorsteps. Product managers set feature requirements, strategy, and marketing messages for brand new customer experiences. And as we grow, we’ll add jobs that haven’t been invented yet.

It’s Always Day 1
At Amazon, it’s always “Day 1.” Now, what does this mean and why does it matter? It means that our approach remains the same as it was on Amazon’s very first day – to make smart, fast decisions, stay nimble, invent, and stay focused on delighting our customers. In our 2016 shareholder letter, Amazon CEO Jeff Bezos shared his thoughts on how to keep up a Day 1 company mindset. “Staying in Day 1 requires you to experiment patiently, accept failures, plant seeds, protect saplings, and double down when you see customer delight,” he wrote. “A customer-obsessed culture best creates the conditions where all of that can happen.” You can read the full letter here

Our Leadership Principles
Our Leadership Principles help us keep a Day 1 mentality. They aren’t just a pretty inspirational wall hanging. Amazonians use them, every day, whether they’re discussing ideas for new projects, deciding on the best solution for a customer’s problem, or interviewing candidates. To read through our Leadership Principles from Customer Obsession to Bias for Action, visit https://www.amazon.jobs/principles

COMPANY SIZE

10,000 employees or more

INDUSTRY

Other/Not Classified

FOUNDED

1994

WEBSITE

http://Amazon.com/militaryroles