People Operations Lead

About AMZ Prep

AMZ Prep is an Amazon-first 3PL and commerce enablement company. We combine fulfillment, freight and logistics with technology that helps brands grow across Amazon, retail and their own online stores.

We started as a fulfillment company, and we are becoming an AI and software-first one. We are building the technology behind that shift, and the team and ways of working that will make it happen.

Our Values

Our team operates on a few simple principles. If you do not align with these, we would recommend you do not apply.

Win Relentlessly. We work hard and stay resilient when things get tough. We move fast, adapt when reality does not match the plan, and push to raise the bar every day.

Own the Outcome. We are responsible for results, not for having tried. We do not wait for someone else to solve the problem. When something breaks for a customer, we step in, fix it, and make sure it does not happen twice.

Be Humbly Confident. We are confident in our work and grounded in how we treat people. We communicate directly, avoid politics and ego, and call out problems early instead of managing around them.

Obsess Over Data. Numbers decide. We measure before and after, we quantify the value we deliver to every customer, and we let the metrics tell us when something is not working.

About the Job

We're hiring a hands-on People Operations Lead to build the people side of AMZ Prep: hire well, get new people productive, and run performance, compensation and growth with clear follow-through.

This is people operations with a chief-of-staff mindset. You'll work closely with leadership and managers, owning the journey from the first candidate conversation through onboarding, performance reviews and retention. You should be as comfortable sourcing and closing a candidate as running a review cycle, preparing a compensation recommendation or organizing an offsite.

We want a builder, not someone waiting for a large team or another software rollout. The goal is clear roles, better performance, a real path to grow and a team that knows what comes next.

What You'll Do

• Run hiring from intake to offer: define the role with the manager, source, screen, coordinate interviews and close. Build scorecards and keep decisions moving.

• Build warm, screened pipelines for recurring sales and customer success roles before a seat opens.

• Own the journey from signed offer through day 90. Build onboarding plans with managers, with clear responsibilities, success metrics and 30/60/90-day milestones.

• Coordinate contracts, paperwork, access, equipment, introductions and training. Fix dropped handoffs and keep onboarding and offboarding dependable.

• Own monthly check-ins and quarterly performance reviews: manager preparation, employee input, useful feedback, documented actions and follow-through.

• Build role and career roadmaps with managers: responsibilities, metrics, next steps, skills and how compensation can grow.

• Coordinate role changes and promotion reviews. Make the case clear before a change is approved, including responsibilities, level and success measures.

• Run compensation and bonus reviews with managers, finance and leadership. Gather performance evidence, check agreed criteria and budgets, and prepare clear recommendations.

• Track proposed role, pay and bonus changes through approval, then coordinate approved communications and paperwork. Final promotion, pay, bonus and budget decisions stay with leadership.

• Coach managers to set expectations and give useful feedback. Managers own performance decisions; you own the rhythm, visibility and follow-through.

• Build culture through team events, offsites and recognition. Listen for concerns, bring them to leadership early and close the loop on action.

• Keep useful hiring, ramp-up, review and retention reporting. Use the numbers to find what is slipping and fix it.

What You'll Need

• Experience owning recruiting and people operations in a lean, growing business. A People, Talent or Chief of Staff title can all fit; the work you built matters more.

• Ideally, 2-3 years building inside a business of roughly 30-50 people, close enough to see what held up as it grew.

• Examples of an end-to-end hire you personally drove, an onboarding process you improved, and a performance or compensation review process you ran.

• The judgment to handle sensitive conversations, confidential information and competing priorities with care.

• Clear writing, dependable follow-through and the confidence to work directly with managers and leadership.

• The ability to use data to improve hiring, ramp-up, performance and retention rather than just report on them.

• Good judgment about when contracts, employee relations or compliance need specialist advice, and the ability to coordinate that support.

Bonus Points

• Experience building the first version of a People function rather than inheriting a finished playbook.

• Hands-on hiring for sales, customer success or operations roles.

• Experience in ecommerce, fulfillment, logistics or a technology-enabled services business.

• Practical use of automation to reduce busywork while protecting sensitive employee data and keeping human judgment in control.

What Success Looks Like in Your First 90 Days

• You own active hiring and onboarding, understand the team and have a clear baseline for the biggest gaps.

• Recurring candidate pipelines are active, onboarding has clear owners, and the first role roadmaps are in place with managers.

• A working performance review rhythm is in place, with a clear calendar, decision owners and approval tracking for role, compensation and bonus recommendations.

• Leadership can see what is moving, what is stuck and what needs a decision, with an agreed plan for the next quarter.

Why AMZ Prep

• Real ownership. Build the People function through work you personally deliver, not process for its own sake.

• Direct access. Work with leaders and managers, own the follow-through and see what changes because of your work.

• Work the team feels. Better hires, a clearer start, useful feedback, well-run pay and bonus reviews and a real path forward.

How We Hire (READ THIS)

We move fast. Here's what the process looks like:

Step 1: Apply + Culture Test. Submit your application and complete our internal Culture Test: culture.amzprep.com/t/amz-prep-culturetest

Step 2: Interview with the hiring team. Be ready to walk through a hire you personally drove, a People process you built and the results.

Step 3: Offer + start. We don't drag our feet. If it's a yes, we'll extend an offer quickly.

If you want to stand out, email our founder Blair@amzprep.com with your pitch and a 1 minute loom video. Show us what you built and what changed because of it.

This posting is for an existing vacancy. AMZ Prep uses AI-assisted tools to help screen and assess applicants for this role.

AMZ Prep is proud to be an Equal Opportunity Employer. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, or any other legally protected status.