Human Resources Business Partner , Worldwide Grocery Stores

Amazon; Chicago (IL); On-site; USD 110,000 - 160,000; Full time

Job summary

Amazon Inc. is seeking a strategic HR Business Partner for Whole Foods Market stores within the Worldwide Grocery Stores organization.

The role focuses on people strategy, leadership development, and integrated solutions to deliver exceptional customer and Team Member experiences. Travel up to 25% and an on-site schedule four days per week are expected as you partner with leaders, coordinate with Recruiting, Compensation, Benefits, HRIS, and Legal, and drive organizational design and change

Qualifications

• Experience partnering with leaders to build customer-centric, Team Member-focused organizations.

Responsibilities

• Leverage deep knowledge of the business to tailor people-focused solutions that drive business outcomes.
• Interpret key people metrics and trends to mitigate organizational risks.
• Design and implement effective organizational structures aligned with strategy and culture.
• Coach leaders to strengthen management abilities and inclusivity in talent decisions.
• Support change management by communicating plans and evaluating effectiveness.
• Build long-term workforce plans and identify capability gaps to close them.
• Advise on TM relations and ensure compliance with policies and regulations.

Job description

This role supports Whole Foods Market stores, within the Worldwide Grocery Stores organization.

Amazon is seeking a strategic and solution-focused Human Resources Business Partner (HRBP) to power the trajectory of our business by ensuring we have the right talent mix, leadership, and capabilities to innovate and deliver exceptional customer and Team Member experiences. As an HRBP, you will serve as a leader of people and organizational strategy - accelerating business outcomes through diagnosis, development, and execution of integrated solutions.

You will build trusted relationships with leaders and act as the client face of TMS (Team Member Services), interfacing and liaising with Recruiting, Team Member / Team Leader Development, Compensation, Benefits, HRIS, and the Legal organization. You will coach, act as a change agent, and influence critical decisions around talent and organizational design to drive business results while ensuring compliance with corporate policies, government regulations, and statutory requirements.

This role requires travel up to 25% of the time.

Key job responsibilities

Organizational Effectiveness

• Leverage deep knowledge of the business - including P&L, retail operations, and the competitive grocery/retail landscape - to tailor people-focused solutions that drive business outcomes
• Interpret key people metrics and trends, utilizing mechanisms to inspect, monitor, and proactively mitigate organizational risks
• Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, and enable inclusive decision-making
• Partner with leaders to build customer-centric, Team Member-focused organizations that foster agility and empower frontline decision-making
• Ensure dynamic assessment of organizational capability - strengths, weaknesses, and opportunities - on a forward-looking basis
• Recommend new approaches, policies, and procedures to drive continual improvement in TMS service delivery

Leader and Leadership Team Effectiveness

• Assess both long-term and immediate leader talent needs to achieve business goals
• Develop strategies to build required leader skills and establish inclusive talent pipelines
• Coach and advise individual leaders and leadership teams on improving management abilities, addressing business challenges, and strengthening culture
• Challenge leaders when necessary to break mental models on ways of working, biases, structure, and talent decisions
• Reinforce difficult decisions that align with organizational strategies and values

Change Management

• Use listening mechanisms to identify trends, risks, and hotspots to inform change plans and maximize both customer and Team Member experience
• Drive effective change environments by leveraging multiple perspectives and inclusive communication strategies
• Influence and coach leaders as they build their teams' ability to navigate organizational changes
• Monitor and evaluate implemented changes to assess effectiveness and durability

Talent Planning & Workforce Strategy

• Build long-term, inclusive workforce plans aligned with business objectives; proactively identify current and anticipated workforce capability gaps and develop strategies to close them
• Coach and support leaders in executing workforce plans and making resource-allocation decisions
• Anticipate industry trends and talent needs, determining gaps in current and future capabilities
• Create talent goals and cadence with the Leadership Team, building inclusive talent mechanisms into the organization's rhythm of business

Team Member Relations & Compliance

• Consult with and advise organizational leaders and Team Members on TM relations and related issues within assigned client groups
• Provide sound policy interpretations and practice decisions; ensure adherence to company policies and applicable federal, state, and local regulations (including FMLA, ADA, HIPAA, and Leaves of Absence)
• Provide assigned client teams and leaders with training, coaching, and guidance to maintain compliance
• Serve as a neutral, approachable TMS professional who recognizes and proactively resolves potential people and organizational issues - escalating as appropriate

A day in the life

This is an in-person role. You'll be on-site in our stores four days per week, working shoulder-to-shoulder with the leaders and Team Members you support - walking the floor and being a familiar, trusted face, not working from behind a desk or screen.

This role requires balancing strategic thinking with hands-on execution. You will partner with business leaders to develop HR solutions aligned with business objectives, support organizational design initiatives, drive talent strategies, and create mechanisms to assess organizational health. You must be comfortable dealing with ambiguity while building structured approaches to drive successful and equitable outcomes.

The HRBP serves as a trusted advisor and member of the business leadership team - expected to bring perspectives on the intersections of people strategy and business performance. You will engage as a subject matter expert on TMS-related topics and model a commitment to customer service, Team Member well-being, and the values that set our organization apart.

The best HRBPs in our stores are the ones leaders and Team Members know by name - approachable in the aisle and the break room, not just in meetings. Strategy matters, but only when it's grounded in real understanding of the people doing the work every day.