Principal talent management and org effectiveness

Amazon - Seattle
new offer (06/06/2020)

job description

· Minimum 10 years of experience leading relevant talent programs, including experience leading cross-functional, global projects.
· Strong background in building an overall talent strategy in a highly ambiguous, flexible environment.
· Strong data-driven, business writing skills.
· Experience in talent management, organizational network analysis, organizational design and development.
· Understanding of experimental design and testing of ideas that justifies ROI on solutions.
· Experience handling confidential information with discretion.
· Ability to convey ideas and recommendations in a clear, compelling and succinct way in written and verbal communications.
· Strong organizational and multitasking skills with ability to balance competing priorities.
· Self-starter who can work independently in a fast-paced, ambiguous environment.
· Ability to communicate effectively and work constructively with technical and business clients.
· Experience identifying and resolving issues independently, will take initiative even under unfamiliar or ambiguous circumstances. Strong bias for action and “get stuff done” attitude.
JOB DESCRIPTION:
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 20,000+ employee base in software and hardware engineering, supply chain and manufacturing, to product and program management distributed across 20+ countries.
The Principal, Talent Management and Org Effectiveness role will build a holistic, integrated talent strategy for the Amazon Devices business, 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 and organizational issues and opportunities for improving talent leverage and organizational speed and execution. They will partner closely with our Devices HR COEs, Amazon Global Talent Management COE, HR leaders and business leaders to drive organizational design efforts, and build/manage talent and career growth programs.
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 business acumen, excellent business writing and influencing skills, planning/project management skills and thrive working in a fast-paced environment. This role requires dealing with a high level of ambiguity and feel comfortable operating in a space with little direction for solving hard, complex talent and organizational 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 totally 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 seek to be the most scientific HR organization in the world. 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. 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 RESPONSIBILITIES:
Organizational Analysis, Design, and Development:
· Conduct organizational analysis to uncover talent and org effectiveness insights and build talent and organizational effectiveness solutions (both scrappy or long-term) and mechanisms with the objective to help the business increase talent leverage and improve organizational speed and execution.
· Partner with senior HR and business leaders to assess the need for org design/re-design efforts, defining org design criteria, evaluating org design alternatives, and implementing org changes; work with our central Amazon Global Talent Management (GTM) team to identify needs for building automated tools and technology for inspecting organizations and reviewing organizational structure scenarios.
· Continuously monitor ongoing organizational spans and layers reporting and work closely with HR leaders on addressing organizational spans issues to maintain the right organizational structure and evaluate the impact of spans and layers changes.
Talent Management, Assessment, and Review:
· Build innovative, scalable talent assessment and review mechanisms to grow and retain critical senior leader talent, including rotating senior leader talent in to hard-to-fill critical, global roles.
· Design the overall talent review strategy which includes promotions, succession planning, talent development, long term talent planning, organizational reviews, and diversity and inclusion; 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 strong inputs, simplified processes, and actionable outcomes, feeding one talent process to another throughout the year.
· Recognize where there may be gaps between global and business-specific needs. Creatively find solutions to fill these gaps, where appropriate. Influence the GTM team by advocating for change and sharing best practices.
· Partner closely with our Analytics, Employee Survey (“Connections”), and Diversity and Inclusion teams to identify opportunities for integration points and address specific talent needs leveraging talent data and themes.
· Partner with our Analytics team to automate talent reporting and building innovative tools to uncover talent insights and drive strategic talent discussions.
Career Growth and Talent Program Management:
· Benchmark best practices for career growth conversations and career development across Amazon and build resources to leverage existing career growth tools, and drive a culture of career growth across Amazon Devices; partner with HR and business leaders to gain adoption on existing and implement new career growth mechanisms.
· Program manage and own end-to-end existing talent management programs built in Amazon Devices or the GTM team
· 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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