Strategic HR Business Partner — Retail Stores

Amazon Inc.

Boston (MA)

On-site

USD 68,000 - 118,000

Full time

6 days ago

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Job summary

Amazon.com Services LLC in Boston, MA is seeking a strategic Human Resources Business Partner to accelerate business outcomes through talent strategy and organizational design. You will partner with leaders across functions, coach teams, and drive integrated HR solutions in a fast-paced retail context.

The role emphasizes organizational effectiveness, workforce strategy, and change management, with travel up to 25%.

Qualifications

3+ years of HR experience.
Experience with HR processes and systems.
Experience with analytical tools and ability to dive deep into metrics and reporting.
4+ years of retail or operations, or 4+ years of customer-facing retail, hospitality, or grocery industry experience.
Experience supporting or leading employee-focused processes including onboarding, benefits, investigations, training or talent management.
Willingness to work on-site four days per week, including time on the sales floor.

Responsibilities

Leverage deep knowledge of the business 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.
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.
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.
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.