Principal TM Business Partner, D&S Talent Management

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Amazon Devices is the team behind the best-selling Amazon Echo & Alexa devices, Kindle e-reader, Fire tablet, Fire TV, and Dash Button product lines. Devices hosts a highly diverse and innovative 24k+ employee base in software and hardware engineering, supply chain and manufacturing, to product and program management distributed across 30+ countries.

The Principal, Talent Management Business Partner (TMBP) role will build a holistic, integrated talent strategy for certain business leaders within the Amazon Devices business, alongside their TMBP peers, while rolling up their sleeves to deliver and own end-to-end organization wide org effectiveness solutions. The Principal will conduct organization level analyses to uncover meaningful insights on critical talent issues. They will partner closely with PXT (HR) leaders and business leaders to drive organizational design efforts, and build/manage talent experiences and mechanisms, while also connecting intentionally with other Devices PXT COEs, Amazon Global Talent Management teams, and other Talent Management experts to continuously scale solutions, learn from other ongoing or new efforts, and strengthen skillsets and expertise.

This is a great opportunity for a strong systems thinker and builder to directly impact mechanisms we use to assess, grow, retain, and place Amazon Devices talent. This position provides invaluable exposure to broad HR strategic efforts where you can strongly influence. As a senior member of talent management, this role provides ample opportunity to design and innovate solutions for, and regularly communicate with, HR and business leadership.

The ideal candidate must be self-driven, possess a high degree of ownership and have strong people and business acumen, excellent business writing and influencing skills, refined planning/project management skills, and should thrive working in a fast-paced and ambiguous environment. This role requires dealing with a high level of autonomy and feeling comfortable organizing and operating in a space with little direction for solving hard, complex talent and business problems. There is no opportunity in this role to outsource work to external consultants, so candidates must have strong ownership, grit, and drive for results.

The successful candidate will have a demonstrated track record of:

• Knowing Your Customers. Understand their priorities, what they are saying, and more importantly, what they aren�t. Deliver and drive value for them.
  
• Innovation. Appreciate what exists, identify why it works. Then rebuild it or build something different that derives even MORE value and a better customer experience.
  
• Judgment. Take different perspectives and business needs, develop a solution that works, move the ball forward. Be able to support your opinions with sound reasoning grounded in the business.
  
• Systems Thinker. Understand all the connections and integration points through the entire talent management lifecycle.
  
• Thinking Big. How do we build it bigger, better, faster? What aren�t we thinking of?
  
• Research driven. We form hypotheses about the best talent management techniques and then set out to prove or disprove them with experiments and careful data collection.
  
• Prioritization. There will be a constant flow of work, both tactical and strategic. Determine what gets done first and why, while managing a plan for what to do with everything else.
  
• Building relationships. Partner with Devices HR COE teams, HR Business Partners, Business Leaders, and corporate COE teams. Share best practices, partner on solutions, and move the organizations forward together.
  
• Consulting. Utilize past experience, deep knowledge of processes and policies, and knowing what�s going on across our organization to create custom solutions and localize as needed.
  
• Communicating. Share your ideas, listen to others, follow-up, and follow-up again. Clarify that your solution will solve the business problem, and use the language of the business and avoid �consultant speakâ€.
  
• Resourcefulness. If you don�t know it, that�s ok. But you should know where to go for the answer or how to find out.
  
• Bias for Action and dealing with ambiguity. Sometimes it is not clear how we are going to get there. Can you help carve a path? How fast can you do it? What are the tradeoffs? Take risks and be willing to try new things, fail fast and iterate.
  

Key job responsibilities

• Design the overall talent review strategy in partnership with the PXT (HR) and business leader, including promotions, succession planning, talent development, long-term talent planning, and organizational reviews; design a holistic system for talent programs that deliver meaningful insight on critical talent issues and builds a strong and diverse senior leader bench and pipeline; this includes clear inputs, simplified processes, and actionable outcomes, feeding one talent process to another throughout the year.
  
• Talent Management, Assessment, and Review: Build innovative, scalable talent assessment and review mechanisms to grow and retain critical senior leader talent, including proposals for new programs like rotating senior leader talent in to hard-to-fill and/or critical roles.
  
• Recognize where there may be gaps between global and business-specific needs. Creatively find solutions to fill these gaps, where appropriate. Influence the D&S, AADA, and global talent teams by advocating for change and sharing best practices.
  
• Partner with our Analytics team to automate talent reporting and building innovative tools to uncover talent insights and drive strategic talent discussions.
  
• Benchmark best practices for strategic talent management experiences, and work backward from the business problem and employee experience to implement solutions that make sense.
  
• Program manage and own select talent management programs built for the Amazon Devices organization, or Amazon-wide.
  
• Measure and assess the impact of tools and resources introduced to the organization. Continually evaluate solutions for quality, business impact, scalability and sustainability. Conduct post launch evaluations to understand successes and improvement opportunities while establishing methods for sustained adoption.
  

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• Minimum 10 years of experience leading relevant talent programs, including experience leading cross-functional, global projects.
  
• Strong background in building an overall talent strategy in a highly ambiguous, flexible environment.
  
• Strong data-driven, business writing skills.
  
• Executive presence and ability to influence senior leaders.
  
• Experience in talent management, organizational network analysis, organizational design and development.
  

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• Ability to convey ideas and recommendations in a clear, compelling and succinct way in written and verbal communications
  
• Strong organizational and multitasking skills with ability to balance competing priorities
  
• Self-starter who can work independently in a fast-paced, ambiguous environment
  
• Experience identifying and resolving issues independently, will take initiative even under unfamiliar or ambiguous circumstances. Strong bias for action and �gets stuff done†attitude
  
• Exceptional analytical skills, comfortable working with large amounts of data and communicating data findings, including experience establishing and tracking program metrics
  
• Proven success in a large fast paced, preferably technology-driven, organization
  
• Understanding of experimental design and testing of ideas that justifies ROI on solutions
  
• Experience handling confidential information with discretion.
  

Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.

Los Angeles County applicants: Job duties for this position include: work safely and cooperatively with other employees, supervisors, and staff; adhere to standards of excellence despite stressful conditions; communicate effectively and respectfully with employees, supervisors, and staff to ensure exceptional customer service; and follow all federal, state, and local laws and Company policies. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness and professionalism, and safeguard business operations and the Company’s reputation. Pursuant to the Los Angeles County Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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.

Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $134,800/year in our lowest geographic market up to $222,800/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Amazon is a total compensation company. Dependent on the position offered, equity, sign-on payments, and other forms of compensation may be provided as part of a total compensation package, in addition to a full range of medical, financial, and/or other benefits. For more information, please visit https://www.aboutamazon.com/workplace/employee-benefits. This position will remain posted until filled. Applicants should apply via our internal or external career site.