Amazon's Operations and Field business is one of the most complex, high-velocity environments in the world. The Human Resources Business Partner (HRBP) III – Field partners directly with business leaders to build and sustain a high-performing, engaged workforce. This role drives HR strategy at the site and regional level, balancing tactical execution with long-term organizational thinking. The HRBP III operates with significant autonomy, navigates ambiguous and complex situations with sound judgment, and influences decisions at the senior leader level.
Key job responsibilities
*Strategic Partnership and Workforce Planning*
•Partner with Operations and business leaders to design and implement HR plans that deliver against business goals, including workforce planning, talent development, and organizational health.
•Make trade-offs between short- and long-term organizational needs, clearly articulating the business case for each approach.
•Lead local HR initiatives independently, escalating blockers with appropriate context and proposed solutions.
•Contribute inputs into operational planning cycles (Operating Plan 1 (OP1) / Operating Plan 2 (OP2)) as the HR voice for the site or region.
*Employee Relations and Investigations*
•Serve as the primary contact for employee grievances; lead or co-lead investigations with rigor, consistency, and legal compliance.
•Navigate difficult and complex employee relations situations, mitigating long-term risk while delivering equitable outcomes.
•Maintain statutory and labor compliance, including conducting regular vendor audits.
*Talent Acquisition and Onboarding*
•Partner with Talent Acquisition to execute hiring plans aligned with business forecasts, owning the associate onboarding experience end to end.
•Assess executive and operations talent; fill Technology, Operations, and Management positions in partnership with recruiting teams.
*Engagement and Culture*
•Design and drive engagement initiatives: New Hire Buddy and Mentoring programs, Voice of Associate (VOA) sessions, roundtables, Brown Bag sessions, and Rewards and Recognition (R&R) programs.
•Implement and analyze employee surveys and questionnaires; translate results into concrete action plans with measurable outcomes.
•Partner with HRBPs and business leaders to foster a motivated, engaged, and inclusive workforce.
*Learning, Development, and Career Growth*
•Partner with the Learning and Development (L&D) team to conduct training needs assessments across levels.
•Drive career-pathing sessions and initiatives for associates in partnership with HRBPs.
•Mentor and develop others on the HR and Operations teams, actively participating in promotion and recruitment processes.
*Analytics and Reporting*
•Own Management Information System (MIS) reporting for attrition analysis: analyze exit interview data, identify trends, surface key insights, and publish dashboards for business and HR leadership.
•Use data to inform decisions, design solutions, and track progress against engagement and workforce health goals.
*Process and Policy Implementation*
•Implement new HR policies, procedures, and programs in support of business strategy, ensuring consistent, compliant application across the site or region.
•Model best practices in HR domain; drive process improvements that raise the bar for operational excellence.
*Communication and Influence*
•Deliver clear, concise written and verbal communication, including strategic narratives, six-pagers, and business review documents (Monthly Business Review (MBR) / Quarterly Business Review (QBR)).
•Present recommendations confidently to senior leaders (L8 and above), including in contentious or ambiguous situations.
•Influence across multiple teams, stakeholders, and functions — including Finance, Legal, Operations, and external partners — to build consensus and drive outcomes.
Ability to travel
Basic qualifications
•Bachelor's degree or above
•5+ years of human resources leadership experience
•Experience effectively managing a substantial and time-sensitive workload
•Experience in employee relations, labor relations, or labor/employment law
