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 r