Principal TM Business Partner, D&S Talent Management
Amazon.com
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 speak”.
• 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.
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 speak”.
• 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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