Sr. HR Partner, Amazon Leo

Requirements

• Bachelor's degree in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
• 7+ years of human resources experience
• Experience implementing processes and delivering core HR solutions in large-scale, complex environments
• Experience independently leading workplace investigations and managing multiple high-priority assignments simultaneously
• Experience coaching and consulting with managers at all levels on performance management, talent development, and employee relation

Additional Information

Have you ever wanted to be part of a team building industry-changing technology? At Leo, we are building a low Earth orbit satellite network that will deliver broadband connectivity to unserved and underserved communities. Come join one of Amazon's most ambitious bets, with customers like Delta Airlines, JetBlue, AT&T, and others already committed ahead of commercial launch. We are seeking a Senior Human Resources Partner (Sr. HRP) to serve as the single-threaded HR partner for Leo's Production Operations Corporate (Prod Ops) organization. You'll be part of a team delivering on one of Amazon's boldest bets - from production floor to orbit - in an environment where every satellite is a one-way-door decision and the pace demands manager excellence as a precondition to mission success. This is not a standard corporate HR role. ProdOps is 24/7 aerospace manufacturing where the leaders you support are navigating the intersection of Amazon's people management culture with the operational discipline of aerospace manufacturing. Many are external hires who bring deep technical expertise but are still building fluency in how Amazon develops people - or Amazon veterans encountering manufacturing realities for the first time. They need a dedicated HRP who builds sustained advisory relationships, understands their operating context deeply, and enables them to lead effective teams with confidence and self-sufficiency. In this role, you will own the Corporate manager experience end-to-end. You will operate as an independent strategic partner - not a conduit - gathering inputs, synthesizing them into action, driving to closure, and proactively communicating risks before they become problems. The scope spans performance management, employee relations, talent decisions, compensation guidance, policy consultation, organizational change, and crisis support. But the differentiator is how you deliver: through mechanisms that build manager capability over time, AI-enabled tools that put the right data in managers' hands at the right moment, and a partnership model that prevents problems rather than just resolving them. This role reports to the Sr. HRP Manager (Leo) and operates as a peer to the ProdOps Site HRP Manager and Sr. HRP Launch Services STL (Single Threaded Leader). Occasional travel to production sites may be required to maintain strong relationships with operational leadership. Key job responsibilities Manager Capability and Consultation. Build sustained advisory relationships with corporate managers and senior leaders across ProdOps. Act as a thought partner on complex people matters requiring high-judgment guidance beyond self-service tools. Provide personalized consultation that meets each manager where they are. Operate independently - synthesize inputs, drive to closure, and communicate risks before they become cases. Manager Experience Steward and AI-First Enablement. Work backwards from the voice of the manager to identify friction and simplify processes. Champion AI-first approaches and actively leverage AI-native tools to build scalable mechanisms, generate proactive insights, and deliver manager support with greater speed and lower friction. Partner with central teams to advocate for product and process improvements that reflect this population's needs. Performance and Talent Management. Partner with managers to ensure fair, bias-free performance evaluations. Provide high-judgment consultation on sensitive cases, coach managers through complex conversations, and support talent processes and job code changes. Build mechanisms that surface actionable insights to de-risk the business. Employee Relations with a Prevention-First Posture. Independently lead workplace investigations and disciplinary guidance. Partner with GCER and Legal on complex or high-visibility cases. Monitor sentiment signals, identify patterns, and build interventions that address root causes. Prevention over resolution. Full HRP Portfolio. Provide expert consultation across the breadth of the HRP portfolio - from compensation and policy governance through exits, crisis management, and organizational change. Bring the judgment to know when to resolve directly, when to route, and when to coach the manager to handle it themselves. Leo-Wide Initiatives. Contribute to Leo-wide work requiring HRP execution - acquisition integration planning, proactive ER/LR strategies, and expansion.

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