As the Sr. HRBP for EC 2, you will serve as a trusted strategic advisor to our most senior talent and their organizations, partnering closely with them to build the talent, organizational health, and leadership capabilities needed to execute on EC 2 s most critical business priorities. You will be a member of a high-performing HRBP team led by a Sr. HR Manager, and you will be expected to bring both strategic thinking and strong execution to everything you do. This role sits at the frontier of what it means to be an HR Business Partner today. As AI reshapes how engineering teams work through agentic workflows, AI-native team models, and evolving role definitions the HRBP role is evolving alongside it. You will be expected to understand how technology is changing the nature of work in your client organizations, help leaders navigate workforce transformation, and bring insight and curiosity to everything you do. This role is part of a small, high-performing HRBP team, and how you show up as a teammate matters as much as how you show up with your clients. We are building a team that operates with genuine collaboration sharing context proactively, covering for one another, co-developing approaches to shared challenges, and learning from each others work. You will be expected to contribute to team deliverables, bring your perspective to collective problem-solving, and invest in the success of your peers client groups as much as your own. We believe the best HR teams function as a unified practice, not a set of independent operators. If you do your best work in isolation, this is not the right team for you. Key job responsibilities. Organizational Effectiveness- Partner with Directors and their leadership teams to evaluate and evolve organizational structures that accelerate decision-making, reduce layers, and sharpen team charters directly enabling EC 2 s organizational design priorities.- Leverage internal strategy documents (OP 1, 3 YP) and external landscape factors to tailor people solutions and drive business outcomes.- Interpret key people metrics and trends through MB - Rs, QB - Rs, and business planning cycles; bring objective recommendations to address organizational and talent risks. Talent Planning and Succession- Build and maintain inclusive workforce plans aligned with EC 2 s business objectives, considering cost, skills, and location strategy.- Partner with senior leaders on succession planning and leadership development, with particular focus on building a deep and resilient leadership bench in a highly competitive talent market for specialized engineering roles.- Anticipate near-term industry trends and talent needs, and work with central teams to close capability gaps that could limit EC 2 s ability to execute. Senior Leader and Leadership Team Effectiveness- Serve as a coach, advisor, and truth-seeker for individual leaders and their teams helping them strengthen leadership capabilities, navigate difficult decisions, and continuously raise the bar on culture.- Assess both long-term and immediate senior leader talent needs and develop strategies to build required skills through hiring, internal development, and succession planning.- Be a courageous advocate: know when to challenge leaders to break mental models on structure, talent decisions, and ways of working. Change Agent- Support EC 2 s AI-first transformation by helping leaders navigate the human behavior change required for true AI adoption not just tool deployment, but cultural norm-setting, stigma reduction, and workforce readiness.- Use listening mechanisms to identify trends, risks, and hotspots; translate those signals into change plans that de-risk the business and improve builder experience.- Monitor and evaluate whether implemented changes had the intended effects and whether those changes are durable over time. Data-Driven HR Practice- Leverage data, analytics, and emerging tools to enhance decision-making, accelerate analysis, and deliver high-quality insights to your client organizations.- Translate complex people data into clear, actionable recommendations for senior leaders connecting workforce trends to business outcomes.- Contribute to the evolution of role guidelines and workforce planning frameworks as EC 2 pilots new role definitions across SDE, TPM, and PMT job families. Operational Excellence- Provide compensation support including salary planning, approval of salary actions, promotions, and job re-leveling.- Work with line managers and employees to address employee relations issues, fairly representing all interests.- Partner with Talent Acquisition to build scalable recruiting programs for specialized and niche talent pools, including hardware engineers and AI-native SD - Es.- Partner closely with central HR teams (Talent Acquisition, Compensation, Employee Relations, Workforce Planning) to ensure coordinated, high-quality delivery across all HR programs and services.- Track and monitor progress of HR goals; maintain rigorous follow-through on commitments to your client organizations and your team.- Must be able to travel domestically and internationally, as appropriate. About the team. EC 2 is the core engineering arm of AWS where the structure of a data center comes to life by being available to take customer workloads. EC 2 provides the broadest selection of compute instances available anywhere in the cloud, from general-purpose workloads to the most demanding AI and high-performance computing applications. The organization is in the midst of a significant transformation: integrating new hardware engineering capabilities, launching AI-native engineering teams, and evolving its workforce toward AI-augmented ways of working. The PXT team supporting EC 2 is a small, high-performing group that operates with a high bar for strategic thinking, clear communication, and business partnership. We are deeply embedded in the business, trusted by senior leaders, and committed to each others success. We value intellectual curiosity, direct communication, and the ability to hold complexity with confidence. Basic Qualifications- Bachelor's degree in a relevant field or equivalent work experience- 5 years of HR generalist, management, or business partner role experience- Experience analyzing HR metrics and using data insights to drive business decisions- Experience in talent management, organizational network analysis, and organizational design and development- Experience supporting engineering, product, or technical organizations. Preferred Qualifications- Experience supporting large (1,000 employee) technical organizations within a hyperscaler, cloud, or hardware company- Demonstrated ability to influence senior leaders (Director level and above) on complex talent and organizational decisions- Experience navigating compensation frameworks for specialized or niche technical talent populations- Curiosity about emerging technologies and their workforce implications, with an interest in how AI is reshaping engineering roles, team structures, and ways of working- Experience supporting organizations through significant change, including reorganizations, capability integrations, or technology-driven transformation- Strong written communication skills, including experience writing narratives, MBR/ QBR inputs, and strategic documents for senior leadership audiences.