Site HR Partner Manager, 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, with customers like Delta Airlines, JetBlue, AT&T, and others already committed ahead of commercial launch.

We are seeking an HRP Manager to lead the Site HR Partners who serve Leo"s Production Operations (ProdOps) organization. You will own the standards the team operates against and the forward-looking model for how site HRP partnership evolves as the business grows. Every satellite is a one-way-door decision, and the pace demands manager excellence as a precondition to mission success.

This is not a standard corporate HR role. ProdOps is 24/7 aerospace manufacturing, where technicians build every satellite the business pushes to Launch Services, and where the managers your team serves are navigating the intersection of Amazon"s people culture with the operational discipline of building satellites. Many are external hires with deep technical expertise who are still building fluency in how Amazon develops people, or Amazon veterans encountering manufacturing realities for the first time. Site HRPs deliver capabilities not found in traditional corporate HRP roles: proactive sentiment reading through weekly floor walks and Gembas, time-sensitive labor relations work in a high ER/LR environment, round-the-clock shift coverage, and direct coaching on how to lead where the stakes are measured in millions of dollars per week.

In this role, you will directly manage a team of Site HRPs across the production sites and shifts, and you will own their development end to end: coaching their strategic judgment, functional skill, and advisory craft so they operate as independent partners rather than conduits. You will think ahead of the business, anticipating what the workforce and the Site HRP model need to look like at scale and building toward that before the demand arrives. As the network grows to establish dedicated presence across sites, extends into evening and overnight coverage, and absorbs net-new facility stand-ups, your central charge is to make sure the team on the floor is developed, consistent, operating to one standard, and ready for what comes next.

This role reports to the Sr. HRP Manager (Leo), who owns the integrated Corp, Site, and Launch Services HRP delivery model and the multi-year ProdOps HRP strategy. You own the site HRP strategy, how the team is developed, and how the model scales within that framework. The role requires regular travel to production sites to work alongside your team, understand evolving business challenges, and maintain strong relationships with operational leadership.

Key job responsibilities

• Lead and Develop the Site HRP Team. Directly manage a team of Site HRPs supporting the hourly manufacturing workforce across production sites and shifts. Demonstrate a clear understanding of the performance and leadership bar and apply it to hiring and talent decisions. Provide regular coaching and feedback that grows each HRP's strategic judgment, functional skill, and leadership capability, and build a team that delivers with increasing independence as the network scales.
• Own Site HRP Ways of Working and the Standard of Excellence. Define and run the frameworks, mechanisms, and quality standards the Site HRP team operates against, including how floor walks, Gembas, structured listening, and case work are delivered consistently across every site and shift. Build the inspection mechanisms that ensure advisory quality, sound judgment, and timely closure across the team's portfolio.
• Deliver Consistent, High-Quality Manager Guidance Across Sites and Shifts. Own the Site HRP team's metrics and the manager customer experience. Review the guidance and case work the team handles to ensure quality, sound judgment, and timely closure, and coach the team to synthesize inputs into action and communicate risk proactively. The scope of guidance spans performance management, employee relations, talent decisions, compensation guidance, policy consultation, and crisis support.
• Build Manager Capability Through Scalable Mechanisms. Design and run scalable mechanisms that build manager capability over time (manager enablement, structured coaching such as Seek to Understand, and proactive insight tools) so ProdOps managers lead effective teams with growing confidence and self-sufficiency, strengthening the manager population rather than resolving one case at a time.
• Partner on Employee Relations Strategy and Prevention. Partner with GCER and Legal and provide guidance and oversight to the team on ER cases, ensuring sound judgment, timely closure, and adherence to a high bar on ER metrics. Set the standard for how the team navigates complex workplace investigations and uses embedded floor presence to resolve concerns before they escalate into formal cases.
• Scale the Site HRP Model Without Ground-Up Rebuilds. As the Site network grows (dedicated presence across sites, extended evening and overnight coverage, and net-new facility stand-ups), build the onboarding, coverage, and ways-of-working standards that absorb growth without rebuilding from scratch, ensuring coverage and development are operational ahead of each new site's first technicians.
• Measure, Inspect, and Advance AI-First Delivery. Translate operational data into systemic insight through dashboards and trend analysis that surface employee-experience signal before it becomes escalation, and champion AI-first ways of working (for example Amazon Quick and self-service through Aza) that shift team capacity from reactive case handling toward proactive, capability-building advisory work.