Senior HR Business Partner à Paris (Clichy)

At Amazon, the HRBP is responsible for driving the HR priorities for their assigned business. HRBPs can support a global/regional or local territory. They interface effectively with Senior Business Leaders and their Leadership Teams and demonstrate a deep understanding of their business, market trends, competitors and financial drivers.

The HRBP is part of the Leadership Team and attends meetings, business reviews, and off-sites on a regular basis. HRBPs adopt a business mindset, developing initiatives, strategies and programs that are the most impactful, whilst understanding and anticipating the implications certain programs or initiatives could have on the organization(s) they support.

HRBPs adopt a strategic approach:

- Translating the business strategy into a people strategy for the organizations they support;
- Understanding the Amazon workforce within the scope of their HR remit;
- Understanding how talent aligns to the business strategy;
- Owning the creation of people centric programs and plans;
- Driving the creation and delivery of programs that enable development, engagement, retention and progression of employees within their remit;
- Anticipating and helping to drive change.

The HRBP will develop and roll out programs and initiatives for the businesses they support and partner with COEs including Legal, Employee Relations, Learning and Development, Talent Acquisition, Global mobility, Compensation & Benefits, as well as the HR Regional Partner (HRP) team to support the needs of their business. They will also be a team player, integrated within the broader EMEA HR organization.

Key Responsibilities

A thought HR business partner, driving business outcomes through effective talent management, retention and engagement and optimal levels of organizational effectiveness.

1. People strategy and planning

Own the creation and execution of a people agenda and roadmap, linked to the needs of the relevant Retail business groups and incorporating the goals of the broader HR function.
Provides inputs by anticipating business needs and related resource needs and competencies for the long-term success of the organization.

2. Organizational Design and Effectiveness

Anticipate the future org design needs requirements, facilitate the discussion and consult with the senior leadership team related to long term organizational planning.

Change agent in the organization, collaborate with the business, conduct people risk assessments enabling the organizational changes to land successfully.

Leverage internal and external best practice to ‘see around corners’ to enable and drive engagement and a high performance culture, balancing cross regional consistency with local relevance.

Provide recommendations for the Retail business groups with clear links to leadership principles, inputs and actionable plans, based on analysis and interpretation of qualitative and quantitative data.

Collaborate with the business on change and transformation efforts associated with restructuring, growth and change initiatives, in partnership with central groups such as the HRP team, L&D, Comp & Ben and others to achieve the necessary results.

3. Business Specific Talent Management

Ensure clear and effective delivery of the Talent Review process for the relevant business and with the support of COE’s, as necessary.

Influence as a talent broker to facilitate career development moves in partnership with HR stakeholders and business leadership teams.

Drive and execute a talent management strategy that goes beyond the Talent Review process, such as targeted development moves, role specification and robust succession planning.

Build strong understanding related to current and future talent needs of the organization, constantly benchmarking best practices to foster talent growth in the organization.

4. Organization health and projects

Provide insights and guidance to the business regarding organization health metrics, such as attrition, retention, diversity, etc. related to the organizational health of the business.

Act as a point of contact for the HR Regional Partner team for any complex Employee Relations situations or escalations within the business supported, for awareness and where appropriate, to provide guidance and coaching.

Initiate and negotiates any separation situations that may become necessary.

Work in partnership with other teams and COE’s on key HR areas/projects that are critical for the business, such as performance management programs, talent management, compensation and benefits, etc…

5. Leadership and employee development

Coach senior leaders within the business they support to ensure they exhibit the Leadership principles, lead by example and reinforce the Amazon culture in all their dealings with employees, as well as customers.


Provide consultation to Senior Leadership Teams regarding team dynamics and team functioning. Support and drive leadership initiatives to advance business effectiveness;

Identify the collective development needs through talent reviews, employee feedback and succession planning meetings.

Partner with L&D and other HRBP peers to ensure appropriate tools are developed and delivered in support of business requirements, leveraging all appropriate existing solutions where they may currently exist.

Act as a point of contact for HR Regional Partners, related to performance management, engagement and retention activities (and other cases) requiring more senior level involvement for the business they support.

6. HR development

Can act as a talent champion for the EMEA HR organization supporting the onboarding of new HR hires, coaching HR talents.

Can facilitate training sessions and supports the design of learning initiatives for the HR team.

Can provide mentorship to HR Regional Partners to help them grow their career within Amazon.

· At least 10 years of HR Business partnering experience in a fast paced envionment
· Hands-on HR practitioner deeply engaged in the business to understand the current and future talent needs and to be able to provide insight\input on the health of the organization
· Has a data driven approach with strong analytics and the ability to create the right people metrics and implement solutions to drive positive change
· Known for high judgment, bias for action, and demonstrated ability to deliver results
· Possesses a mix of intellectual curiosity, creative thinking and pragmatism
· Has the ability to identify issues and root cause; willingness to dive deep into details
· Ability to achieve results in a matrixed environment

· Exhibits excellent judgment
· Has relentlessly high standards
· Thinks strategically, but stays on top of tactical execution
· Expects and requires innovation of her/his team
· Thinks big and has convictions
· Results oriented
· Has the innate ability to inspire others