HR Business Partner Jobs
HR Business Partner jobs are open across technology, healthcare, financial services, manufacturing, and retail, at levels from coordinator to senior and principal, with specializations in organizational development, employee relations, and talent management. Find a role that fits from the openings below and apply directly.
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DESCRIPTION
Amazon is seeking a strategic Principal Human Resources Business Partner (HRBP) to drive Talent Strategy and power the trajectory of our business. As a Principal HRBP, you will serve as a strategic leader of people and organizational strategy, partnering directly with senior executives (VPs and Directors) and their leadership teams to accelerate business outcomes through diagnosis, development, and execution of integrated, scalable solutions. This role offers an excellent opportunity to drive impact in a rapidly evolving organization alongside passionate, customer-obsessed healthcare and tech leaders.
Key job responsibilities
Organizational Effectiveness
- Partner with senior business leaders to develop and execute HR strategies and planning activities that foster organizational and people effectiveness, including organizational design, workforce planning, succession planning, and skills assessment and development aligned with enterprise-level priorities
- Leverage deep knowledge of the business, global landscape, and industry trends to architect people-focused solutions that drive measurable business outcomes at scale
- Interpret complex people metrics, organizational health diagnostics, and business data to recommend and drive systemic improvements across multiple organizations
- Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, enable inclusive decision-making, and foster customer-centric agility
- Partner with stakeholders including Talent Acquisition, Central HR Partner teams, and Finance to create comprehensive workforce plans that address current and future business needs
Senior Leader and Leadership Team Effectiveness
- Serve as the primary HRBP for senior leaders (VPs and Directors), providing strategic counsel on organizational capabilities needed to drive success
- Develop and execute strategies to build required senior leader skills and establish inclusive, diverse talent pipelines at the executive level to achieve ambitious business goals
- Provide executive coaching to individual leaders and leadership teams on improving management abilities, addressing complex business challenges, and strengthening organizational culture
- Lead executive talent reviews and succession planning processes to ensure robust leadership bench strength
Change Management and Strategic Influence
- Act as a strategic change agent, using listening mechanisms and data analytics to identify trends, risks, and hotspots to inform enterprise-level change plans
- Drive effective change environments by leveraging multiple perspectives, inclusive communication strategies, and stakeholder management across organizational boundaries
- Influence and coach senior leaders as they build their teams' ability to navigate significant organizational transformations
- Monitor and evaluate implemented changes to assess effectiveness, durability, and impact on business outcomes
- Translate business strategy and goals into optimal HR processes that are scalable, simple, customer-focused, and adaptable to unique and changing business needs
Talent Planning and Management
- Implement talent mechanisms into business rhythm and operations, leading both annual and mid-year review processes to ensure rigorous performance management and talent development
- Coach and support senior leaders in building and executing workforce plans and making strategic resource allocation decisions aligned with business objectives and organizational priorities
- Anticipate industry trends and talent needs, determining gaps in current and future capabilities across the organization
- Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization's rhythm of business
- Provide strategic compensation consultation including annual compensation planning, promotions, and ad hoc analysis and support
- Work with business groups to assess, create, and implement innovative solutions for employee engagement initiatives within assigned client groups and across the broader organization
Key Competencies
Influence without Authority
- Effectively influence senior executives and cross-functional peers without direct authority
- Build credibility through deep expertise, business acumen, and trusted relationships at the executive level
Dealing with Ambiguity
- Thrive in environments with incomplete information and complexity
- Navigate highly complex situations with multiple senior stakeholders and conflicting objectives
Gen AI Fluency
- Explore new GenAI tools to enhance HR processes, considering ethics, bias implications, and measuring effectiveness
- Combine AI capabilities with human expertise while maintaining transparency and accountability in people decisions
High Judgment
- Make high-velocity, high-impact decisions independently with limited guidance in ambiguous situations
- Exercise sound judgment in sensitive situations involving senior leaders, organizational issues, and confidential matters
A day in the life
To be successful in this role, you'll bring deep passion for business success, matched with strong learning agility to grasp complex challenges. You will have a proven track record of effective partnership with senior executives, ability to influence with data while connecting quantitative and qualitative insights, and ability to partner effectively with HR centers of excellence while driving local innovation. Your experience includes managing end-to-end talent cycles, from executive-level strategic organizational planning to annual performance and compensation processes. Strong data acumen, analytical and strategic thinking, excellent communication, coaching, and project management skills will be required to be successful in this role.
We work in a dynamic environment and move fast! The ideal candidate is someone who is comfortable with ambiguity and thrives where there are opportunities to drive improvement and changes. You excel at balancing competing priorities, driving measurable impact, and translating business goals into impactful people strategies that enable organizational success
BASIC QUALIFICATIONS
- Bachelor's degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
- Bachelor's degree or equivalent, or experience partnering with multiple business leaders in a complex and fast-paced business setting which is in high growth mode
- 10+ years of Recruiting or HR experience
PREFERRED QUALIFICATIONS
- Master's degree or above in Human Resources Management, Business Administration or a related field
- Experience using data and metrics to determine and drive improvements
- Experience coaching and mentoring at the management level
- Experience that includes strong analytical skills, attention to detail, and effective communication abilities, or experience in software development
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, WA, Seattle
Compensation Range
- 154,700.00 - 209,300.00 USD annually
DESCRIPTION
Amazon is seeking a strategic Principal Human Resources Business Partner (HRBP) to drive Talent Strategy and power the trajectory of our business. As a Principal HRBP, you will serve as a strategic leader of people and organizational strategy, partnering directly with senior executives (VPs and Directors) and their leadership teams to accelerate business outcomes through diagnosis, development, and execution of integrated, scalable solutions. This role offers an excellent opportunity to drive impact in a rapidly evolving organization alongside passionate, customer-obsessed healthcare and tech leaders.
Key job responsibilities
Organizational Effectiveness
- Partner with senior business leaders to develop and execute HR strategies and planning activities that foster organizational and people effectiveness, including organizational design, workforce planning, succession planning, and skills assessment and development aligned with enterprise-level priorities
- Leverage deep knowledge of the business, global landscape, and industry trends to architect people-focused solutions that drive measurable business outcomes at scale
- Interpret complex people metrics, organizational health diagnostics, and business data to recommend and drive systemic improvements across multiple organizations
- Design, recommend, and implement effective organizational structures that align with business strategy, strengthen culture, enable inclusive decision-making, and foster customer-centric agility
- Partner with stakeholders including Talent Acquisition, Central HR Partner teams, and Finance to create comprehensive workforce plans that address current and future business needs
Senior Leader and Leadership Team Effectiveness
- Serve as the primary HRBP for senior leaders (VPs and Directors), providing strategic counsel on organizational capabilities needed to drive success
- Develop and execute strategies to build required senior leader skills and establish inclusive, diverse talent pipelines at the executive level to achieve ambitious business goals
- Provide executive coaching to individual leaders and leadership teams on improving management abilities, addressing complex business challenges, and strengthening organizational culture
- Lead executive talent reviews and succession planning processes to ensure robust leadership bench strength
Change Management and Strategic Influence
- Act as a strategic change agent, using listening mechanisms and data analytics to identify trends, risks, and hotspots to inform enterprise-level change plans
- Drive effective change environments by leveraging multiple perspectives, inclusive communication strategies, and stakeholder management across organizational boundaries
- Influence and coach senior leaders as they build their teams' ability to navigate significant organizational transformations
- Monitor and evaluate implemented changes to assess effectiveness, durability, and impact on business outcomes
- Translate business strategy and goals into optimal HR processes that are scalable, simple, customer-focused, and adaptable to unique and changing business needs
Talent Planning and Management
- Implement talent mechanisms into business rhythm and operations, leading both annual and mid-year review processes to ensure rigorous performance management and talent development
- Coach and support senior leaders in building and executing workforce plans and making strategic resource allocation decisions aligned with business objectives and organizational priorities
- Anticipate industry trends and talent needs, determining gaps in current and future capabilities across the organization
- Create talent goals and cadence with the Senior Leadership team, building inclusive talent mechanisms into the organization's rhythm of business
- Provide strategic compensation consultation including annual compensation planning, promotions, and ad hoc analysis and support
- Work with business groups to assess, create, and implement innovative solutions for employee engagement initiatives within assigned client groups and across the broader organization
Key Competencies
Influence without Authority
- Effectively influence senior executives and cross-functional peers without direct authority
- Build credibility through deep expertise, business acumen, and trusted relationships at the executive level
Dealing with Ambiguity
- Thrive in environments with incomplete information and complexity
- Navigate highly complex situations with multiple senior stakeholders and conflicting objectives
Gen AI Fluency
- Explore new GenAI tools to enhance HR processes, considering ethics, bias implications, and measuring effectiveness
- Combine AI capabilities with human expertise while maintaining transparency and accountability in people decisions
High Judgment
- Make high-velocity, high-impact decisions independently with limited guidance in ambiguous situations
- Exercise sound judgment in sensitive situations involving senior leaders, organizational issues, and confidential matters
A day in the life
To be successful in this role, you'll bring deep passion for business success, matched with strong learning agility to grasp complex challenges. You will have a proven track record of effective partnership with senior executives, ability to influence with data while connecting quantitative and qualitative insights, and ability to partner effectively with HR centers of excellence while driving local innovation. Your experience includes managing end-to-end talent cycles, from executive-level strategic organizational planning to annual performance and compensation processes. Strong data acumen, analytical and strategic thinking, excellent communication, coaching, and project management skills will be required to be successful in this role.
We work in a dynamic environment and move fast! The ideal candidate is someone who is comfortable with ambiguity and thrives where there are opportunities to drive improvement and changes. You excel at balancing competing priorities, driving measurable impact, and translating business goals into impactful people strategies that enable organizational success
BASIC QUALIFICATIONS
- Bachelor's degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
- Bachelor's degree or equivalent, or experience partnering with multiple business leaders in a complex and fast-paced business setting which is in high growth mode
- 10+ years of Recruiting or HR experience
PREFERRED QUALIFICATIONS
- Master's degree or above in Human Resources Management, Business Administration or a related field
- Experience using data and metrics to determine and drive improvements
- Experience coaching and mentoring at the management level
- Experience that includes strong analytical skills, attention to detail, and effective communication abilities, or experience in software development
Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
The base salary range for this position is listed below. Your Amazon package will include sign-on payments and restricted stock units (RSUs). Final compensation will be determined based on factors including experience, qualifications, and location. Amazon also offers comprehensive benefits including health insurance (medical, dental, vision, prescription, Basic Life & AD&D insurance and option for Supplemental life plans, EAP, Mental Health Support, Medical Advice Line, Flexible Spending Accounts, Adoption and Surrogacy Reimbursement coverage), 401(k) matching, paid time off, and parental leave. Learn more about our benefits at https://amazon.jobs/en/benefits.
LOCATION
USA, WA, Seattle
Compensation Range
- 154,700.00 - 209,300.00 USD annually
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Find HR Business Partner JobsHR Business Partner Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- BKF Engineers71
- CBIZ69
- Amazon64
- Ryder System57
- HDR50
Top Industries Hiring
- Consulting & Professional Services1,015
- Technology & Software409
- Accounting & Auditing350
- Insurance275
- Banking & Financial Services265
What Employers Look For
The qualifications that appear most often in HR business partner jobs.
- Five or more years of progressive HR generalist or HR business partner experience
- Demonstrated experience partnering directly with senior business leaders on workforce strategy
- Proficiency with an HRIS platform such as Workday, SAP SuccessFactors, or Oracle HCM
- Strong knowledge of employment law, employee relations, and performance management practices
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or required
- Bachelor's degree in human resources, business administration, or a related field
Tips for Your HR Business Partner Job Search
Tailor your resume to business impact
HR business partner roles prioritize outcomes over activities. Quantify the workforce changes you influenced, retention improvements, time-to-fill reductions, headcount supported, rather than listing HR duties. Hiring managers scan for partnership with leadership, not transactional HR work.
Highlight your business acumen clearly
Many hr business partner candidates undersell commercial experience. If you've worked alongside finance, operations, or sales to shape workforce planning or restructuring, name those functions explicitly in your resume and cover letter. Generalist HR experience alone rarely wins competitive roles.
Apply early to roles that fit
Migrate Mate lists hr business partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter openings by employee population size
HR business partner roles differ sharply by the population they support, a 200-person tech org needs different skills than a 5,000-person manufacturer. Read each posting for headcount supported and align your application materials to that scale using examples from comparable environments.
Prepare a structured case study answer
Most hr business partner interviews include a scenario round: describe how you handled a performance issue, a reorg, or a leadership conflict. Draft two or three tight stories using a situation-action-result structure before your interview so you're not reconstructing them under pressure.
Negotiate total compensation, not just base pay
HR business partners often have more flexibility in offer negotiations than individual contributors because they understand comp structures internally. Ask specifically about bonus target, equity vesting schedule, and professional development budget, these vary more than base pay across comparable roles.
HR Business Partner Jobs: Frequently Asked Questions
Which companies are hiring the most hr business partners?
The companies hiring the most hr business partners right now include BKF Engineers, CBIZ, and Amazon, with the largest share of openings in California, Texas, and New York, based on current listings on Migrate Mate as of June 2026. Demand is consistently strong in technology, healthcare systems, and large financial services firms.
How many hr business partner jobs are remote?
About 27% of hr business partner openings are fully remote or hybrid as of June 2026, making this one of the more flexible roles in the HR function. Employee relations and talent strategy work tends to be most amenable to remote arrangements, while roles tied to a specific manufacturing site or physical campus are more likely to require on-site presence.
How do you become a hr business partner?
Most hr business partners move into the role after several years as an HR generalist, HR coordinator, or specialist in a function like talent acquisition or employee relations. Building direct exposure to business leadership, sitting in on planning meetings, owning a client group, or supporting a reorg, accelerates the transition more than additional certifications alone. A PHR, SPHR, or SHRM-CP credential strengthens your candidacy, especially in competitive markets.
Can you get an hr business partner job with little experience?
Entry-level hr business partner roles do exist, often titled HR associate business partner or junior HRBP, and they're most common at large enterprises with formal HR development programs. Your strongest path in is prior generalist HR experience combined with demonstrated exposure to a specific business function, even informally supporting a department during a restructure or hiring surge counts. Tailor your resume to show business partnership instincts, not just transactional HR tasks.
What does the hr business partner interview process look like?
Most hr business partner interview processes include an initial recruiter screen, a hiring manager conversation focused on your experience supporting business leaders, and at least one behavioral or case-study round where you're asked to walk through a workforce challenge you've owned. Senior roles typically add a panel with business stakeholders or a presentation on how you'd approach a people strategy problem for that specific organization. Reference checks are standard before offer.
Where can I find and apply to hr business partner jobs?
You can find and apply to hr business partner jobs on Migrate Mate, which lists current openings from across the United States in one place. Search the listings to find roles that match your experience level and industry background, then apply directly to each opening that fits.
See All 3,844+ HR Business Partner Jobs
Jump back to the full list of openings and apply to any HR business partner role that fits.
Find HR Business Partner Jobs