- Lead and manage organizational design and structure initiatives, aligning HR strategies with P&L drivers and operational goals; - Collaborate with senior leadership to optimize team structures for maximum operational efficiency; - Implement structural practices for effective achievements for both business and functional goals; - Support and develop C-level managers in organisational and team management; - Lead strategic workforce planning, identifying critical roles and developing succession plans; - Accurately forecast staffing requirements in accordance with business expansion and goals; - Oversee the HR budgeting process, ensuring it is in sync with the broader organizational objectives; - Regularly monitor, control, and report on HR budget execution and financial performance; - Establish, track, and evaluate key HR metrics to gauge the effectiveness of HR strategies and initiatives; - Perform data analysis to derive insights for continuous improvement in HR processes; - Develop and administer employee retention programs aimed at enhancing engagement and satisfaction; - Systematically assess and address factors impacting employee retention, providing actionable solutions; - Planning, execution, and administration of the company's compensation framework; - Ensure alignment of compensation strategies with market trends and organizational objectives; - Participation in the development of salary ranges and compensation schemes; - Develop fair and transparent bonus schemes for various roles and functions within the budget.

Role Description We are seeking a Senior HR Business Partner to support our IT team by driving organizational development, workforce planning, and compensation management. The role covers a wide range of HR responsibilities while partnering closely with senior leadership to align HR practices with business objectives. Job Responsibilities - Organizational Management: - Lead and manage organizational design and structure initiatives, aligning HR strategies with P&L drivers and operational goals. - Collaborate with senior leadership to optimize team structures for maximum operational efficiency. - Implement structural practices for effective achievements for both business and functional goals. - Support and develop C-level managers in organizational and team management. - Workforce Planning: - Lead strategic workforce planning, identifying critical roles and developing succession plans. - Accurately forecast staffing requirements in accordance with business expansion and goals. - Budgeting and Financial Oversight: - Oversee the HR budgeting process, ensuring it is in sync with the broader organizational objectives. - Regularly monitor, control, and report on HR budget execution and financial performance. - HR Metrics and Analytics: - Establish, track, and evaluate key HR metrics to gauge the effectiveness of HR strategies and initiatives. - Perform data analysis to derive insights for continuous improvement in HR processes. - Employee Retention Strategies: - Develop and administer employee retention programs aimed at enhancing engagement and satisfaction. - Systematically assess and address factors impacting employee retention, providing actionable solutions. - Compensation Management: - Planning, execution, and administration of the company's compensation framework. - Ensure alignment of compensation strategies with market trends and organizational objectives. - Participation in the development of salary ranges and compensation schemes. - Develop fair and transparent bonus schemes for various roles and functions within the budget. Qualifications - Minimum 3 years of proven experience as an HR Business Partner, specifically in the IT sector. - Experience managing teams will be an advantage. - Demonstrated proficiency in understanding IT professional competencies and skills. - Experience in budgeting, financial control, and HR analytics. - Exceptional leadership and communication abilities. - Strong skills in project management and change management. - Fluent in Russian & English languages. Benefits - Flexible schedules and opportunity to work remotely. - Ambitious and supportive team who love what they do, appreciate each other, and grow together. - Internal programs for adaptation and training, development of soft skills, and leadership abilities. - Partial compensation for participating in external training and conferences. - Corporate English school: Group and individual lessons, speaking clubs with colleagues from all over the world. - Corporate prices on hotels and travel services. - MyTime Day Off - an extra non-working day without loss of compensation.

Role Description This is a 12-month fixed-term contract. There will be occasional travel required (up to 25%), mostly within Poland. The Sr. Accommodation Consultant (SAC) serves as a liaison between business lines, the Disability Leave Services (DLS) team, outsourced vendor partners, and employees. The SAC provides individual case management for sensitive accommodation/workplace adjustments and disability life events. The individual manages all aspects of workplace adjustments including the development and implementation of regional processes and procedures to achieve optimal employee productivity and experience. The SAC is experienced in answering questions related to accommodations, understanding the employee’s situation, responding to changing circumstances and needs, and paving the way for a connected and trusted case management experience. The individual in this role must possess self-management skills, a desire to share knowledge, and an ability to translate business needs and goals into human resource capabilities, producing favorable results for the company and employees. The individual will be a subject matter expert for accommodation-related matters. This individual has a proven ability to communicate, analyze, and critically think, along with a customer service focus that employees and program stakeholders expect from Amazon. The minimum base pay for this position is PLN 9,166.66 monthly. Amazon reserves the right to offer a higher base salary, depending on the candidate's skills, competencies, and experience. As a total compensation company, Amazon's package may include further pay components such as a sign-on payment and the eligibility to participate in a restricted stock unit scheme operated independently by Amazon.com Inc. in the USA. Your recruiting team will share final base pay and any applicable total compensation elements depending on skills and requirements. Key Job Responsibilities - Pursue return-to-work management and collaboration with leave case managers and disability vendors to ensure effective administration of the program. - Provide consultation and coaching regarding accommodation matters to designated regional HR partners, managers, and employees. - Provide information, referral, and support to employees with medical conditions or disabilities (both occupational and non-occupational), supervisors, Human Resources, and other partners at an escalated level to support Amazon’s employee retention efforts. - Operate as an advocate for the accommodations process by providing ongoing consultative support to site stakeholders and accommodation specialists with a focus on problem-solving and creative solutions. - Facilitate escalated communication between stakeholders and employees with disabilities. - Coordinate with DLS Management and Legal on escalated issues as appropriate. - Manage sensitive cases such as Behavioral Health conditions. - Assist Human Resources and department supervisors in identifying essential and marginal functions of employee positions. - Conduct job site analyses as needed. - Assist employees in understanding their restrictions and limitations and their legal rights and responsibilities. - Maintain strict confidentiality in verbal and written communications. - Maintain knowledge on legislation and national, state, and local issues affecting access for employees with disabilities. - Document and maintain up-to-date case records and notes of appropriate and accurate information on the computer database. - Assess business unit’s training needs and/or group training sessions as appropriate. - Provide professional opinion and actions taken on behalf of disabled employees in formal grievances, arbitration, depositions, and other forums as requested. - Adhere to internal SLAs and quality standards. - Maintain a caseload of up to 80 cases on average. Caseload may fluctuate during periods of high volume such as peak, prime day, and new site launches. Qualifications - Degree in related field. - Experience with Microsoft Word, Excel, and PowerPoint. - Experience in Human Resources or related field. - Relevant experience providing support to employees on benefits and interacting with human resources, or employee relations functions and stakeholders. - Highly proficient in spoken and written English and Polish (CEFR, C1). - Understanding of the Equality Act. - Experience with end-to-end ownership of major project deliverables. - Experience prioritizing and handling multiple assignments at any given time while maintaining commitment to deadlines, or experience in a fast-paced, high-tech company. - Evidence of ability to work with all levels of business. - Evidence of ability to prioritize, manage, and complete work/projects with tight deadlines. - Strong analytical and critical thinking skills. - Evidence of ability to build strong relationships and influence others while working in a cross-functional environment. - Excellent customer service and communication skills, both verbal and in writing. - Ability to thrive in a dynamic, growing environment with minimal direct supervision. Benefits - Company discretionary, supplementary benefits apply subject to further terms, including pension plans. - Health insurance. - Life and disability insurance. - Business travel insurance. - MultiSport card. - Employee discount code and program (EDC/Extras). - Commuter benefits where applicable. - Employee Assistance Program (private and confidential counselling and referral service to support health and well-being).

• Serve as the IT application leader responsible for the overall strategy, delivery, and support of the Workday HR application suite • Partner closely with HR business stakeholders, regional teams, and IT teams to drive Workday transformation, optimize business processes, and ensure the platform supports the company’s growth and evolving HR operating model • Oversee the Workday application landscape across Core HCM, Compensation, Benefits, Payroll, Absence, Time Tracking, Talent, Performance, Reporting, Integrations, and related HR processes • Work closely with the APAC team and other global partners to ensure consistent delivery, strong governance, operational excellence, and successful execution of major HR initiatives • Lead the overall strategy, roadmap, delivery, and support model for the Workday HR application suite • Partner with HR leadership and business stakeholders to align Workday capabilities with HR transformation goals and business priorities • Oversee major HR processes and annual cycles, including Compensation, Benefits, Payroll, Performance, Talent, Absence, and employee lifecycle processes • Provide leadership and direction to global Workday teams, including APAC-based resources, technical architects, configuration teams, and support partners • Drive Workday enhancements, integrations, automation, reporting, and process improvements to improve employee and manager experience • Ensure strong governance around Workday security, access controls, business processes, data quality, integrations, and compliance requirements • Partner with Payroll, Benefits, Compensation, HR Operations, Legal, Finance, and IT teams to deliver scalable and compliant solutions • Lead prioritization of Workday initiatives, balancing business needs, platform capabilities, risk, and operational capacity • Support major transformation programs, system rollouts, vendor engagements, and Workday roadmap planning • Establish application support standards, documentation, release management, testing discipline, and production change controls • Drive continuous improvement by identifying opportunities to automate manual processes, reduce cycle time, and improve data accuracy • Serve as the senior IT point of contact for Workday-related strategy, escalations, and executive-level discussions