Do you want to optimize human resource (HR) processes, drive organizational effectiveness, and lead transformational change initiatives to make Amazon the premier destination of Earth’s most talented people? If you do, then we have the right role for you.

Key job responsibilities
We are seeking an experienced and dynamic Principal, Organizational Effectiveness to lead our efforts to drive continuous improvement and adoption of standard talent practices across the Worldwide Amazon Stores and General and Administrative (G&A) organization. As a key member of the World-Wide Amazon Stores (WWAS) Organization Effectiveness team, this role is critical in ensuring our HR processes, systems, and practices are efficient, effective, and support our overall business objectives. In this role, you will lead cross-functional project teams and partner with Stores PXT leaders to design and run experiments to measure the efficacy of existing or newly-designed PXT processes, and develop recommendations that optimize local talent practices. You will also be responsible for creating user adoption strategies, then working with and through accountable stakeholders to implement those strategies and to drive Stores/G&A-wide adoption of the best solutions.

Key Responsibilities:

HR Process Improvement:
• Conduct comprehensive assessments of existing HR processes, identifying areas for optimization, efficiency, and streamlining.
• Collaborate with measurement and insights professionals to develop process health metrics to test solutions locally, monitor performance, and drive continuous improvement.
• Collaborate with cross-functional teams to redesign, implement, and drive adoption of improved HR processes, ensuring efficiency, compliance, and alignment with organizational goals.

Change Management:
• Lead the design and execution of change management strategies for HR initiatives, ensuring effective communication, stakeholder engagement, and successful adoption of new processes and systems.
• Facilitate organizational readiness assessments and develop tailored change management plans to address potential resistance and mitigate risks.
• Provide guidance and training to HR teams and stakeholders to support the successful implementation of changes.

Research Direction:
• Collaborate with research scientists and data analysts to design and execute comprehensive studies aimed at evaluating the efficacy of talent development, assessment, and retention practices within the organization.
• Identify opportunities for optimization and continuous improvement based on research findings, and work closely with cross-functional teams to implement data-driven recommendations.
• Ensure research studies adhere to ethical guidelines, maintain data privacy and confidentiality, and align with organizational goals and best practices.

Project Management:
• Lead cross-functional project teams in the planning, execution, and delivery of HR process improvement and organizational effectiveness initiatives.
• Ensure projects are delivered on time, within budget, and in accordance with established quality standards.
• Manage project risks, issues, and dependencies, and provide regular status updates to stakeholders.

Stakeholder Engagement and Communication:
• Build and maintain strong relationships with cross-functional stakeholders, including business leaders, HR teams, and employees.
• Facilitate workshops, focus groups, and training sessions to gather input, communicate changes, and drive adoption.
• Develop and implement effective communication strategies to ensure transparency and alignment across the organization.

About the team
World-Wide Amazon Stores (WWAS) Talent Management is a global talent organization within WW Amazon Stores Human Resources. We are talent professionals focused on designing, building, and implementing talent systems to make Amazon the premier destination of Earth’s most talented people.
Within WWAS Talent Management, we:
• Set the gold standard and model the behavior we want the business to follow.
• Choose simplicity and speed over perfection when we can’t have it all.
• Build for the future and courageously challenge the status quo.
• Actively seek out different ways of thinking/seeing – diversity makes us better.
• Solve tough business problems by anchoring our work in the talent life cycle and relentlessly focusing on elevating the employee and candidate experience.
• Leverage Science and Technology to drive our business forward…we do not, however, design solutions looking for problems.