Job summary
Our HR Partners are known for their knowledge of HR programs, processes and tools. They act as HR consultant to clients
(mainly front line people managers) to create a positive employee experience, offering consistent HR advice on people matters. They operate and are seen as subject matter experts, having sound knowledge in company and local programs, processes and policies, offering a strong and compelling point of view around HR related matters, thus building credibility. They are committed to collaboration with multiple HR Business Partners, HR specialists and people managers across the various businesses. A key area of focus for the HRP is to increase manager capability, which should enable them to be more self-sufficient and drive manager education on important people programs, policies, tools and processes. Whilst doing this, the HRPs are continuously raising the bar on harmonizing practice across a geography and sharing best practices.

The HRP will act as an influential partner in helping managers with talent management processes, performance management, people development, and implementation of organizational changes. Thanks to their visibility across businesses and their access to data on managers and employees’ requests, HRPs are in a position to spot trends, identify emerging needs, and address them with innovative people programs, tools and processes.

HRPs own support that is Amazon-wide or Geo-related (i.e. Site, Country, Region etc.), if a topic is Business or Steam specific it defaults to the HRBP. On critical cases (high risk, exposure, alarming trend, senior management involved) the HRP applies sound judgment when to inform and involve the HRBP. Below is not an exhaustive list of all work HRPs are responsible for, HRPs should apply a good judgment, ownership and collaboration when requests for support are made.

Compensation Management
Coach, train and guide managers during the annual compensation process
Provide advice on queries related to understanding and communicating compensation, consulting with Compensation Consultant where needed
Own and execute legislative compensation changes (min wage changes)
Provide guidance on exception requests related to off/on cycle changes (job code from IC to Mgr, promotions) consulting with HRBPs who own exception approvals

Employee Relations
Maintain the fair and consistent treatment of employees by conducting investigations and disciplinaries where complaints or misconduct arise excluding cases that relate to harassment and discrimination (these are owned by ER)
Log and report all cases in Exact, draft and provide all written communication where applicable (outcome letters / communications)
Consult with the ER and Legal departments and HRBP where needed (cases of high risk, or where outcome may be dismissal)
Onboarding / Off Boarding / Site Management
Support the design, delivery and improvement of our onboarding proposition and programs in the region/country/state or site, in order to guarantee a positive Day 1 employee experience
Act as the site point of contact (POC) on topics such as local HR processes and compliance
Organizational Design
Educate and guide managers on job code and fit queries

Performance Management
Manage the end to end process of performance management (including all Focus and Pivot cases)
Provide expert guidance and support to managers who have identified low performance to ensure employees are managed fairly and effectively
Analyze data and trends on performance management, in order to provide input to the business or HRBP, preventing the recurrence of known issues

Policies and Practices

Review and consult with legal on local policies and processes in order to ensure that they are fit for purpose
Consult managers on people matters that require in depth knowledge of policies, procedures and local legislation
Partner with HR Services (HRS) to ensure that people transactions are processed timely and processes are continuously reviewed, improved and streamlined
Analyze data and observations across the region/country/site, highlighting trends and recommending/driving solutions, as appropriate
Talent Management

Coach, train and guide managers during the annual talent management process
Support managers and employees in identifying training opportunities to further develop functional and managerial skills
Support people managers with career conversations, Development Plans/Career Growth Plans and other development initiatives