Amazon HR Partner interview questions

The role was titled as ‘Regional HR Partner but the JD was more of a split between HR Admin-HR Advisor role if the truth be told. It was evident that from that alone; whomever compiled the JD was either oblivious to what a HRBP does or just wanted to assign yet another ‘fancy title’ to a pre-existing role. Prior to the interview; the generic interview scope that was sent by their less than competent recruiter was riddled with grammatical errors; it was disgraceful. Little things like that I always take heed to as it gives you a little insight on how the organisation operates internationally. Absolutely mediocre and that’s being very kind on my part. First of all; the person interviewing me dialled in LATE; claiming he forgot to insert the country code. Then he spent some minutes explaining that the role was more operational as my CV showcased strategically held roles. That in itself informed me that he thought I was overqualified for the post. As they had chosen to title the role as they did; they ‘forgot’ that the JD itself will be mismatched. I interviewed well with no stumbles; he even went as far as to inform me to read up on their culture and some details on the ‘next stages’ of the process. Being in the field of HR; it is never a good idea to give any indications that may create false hope or convey to the candidate that they may make it to the next stages of the process ; especially if that will not be the case. It is important to maintain a poker face per say. Throughout the interview he more of less focused on my past roles being strategic as their JD leaned towards the administrative side; however he failed to see beyond that because low and behold; I was sent a generic email informing me that I was unsuccessful. I wasn’t disappointed but more relieved as I was sceptical having read the feedback given by their past and present staff; including all the ‘expose’ documentaries on Amazon’s working conditions and cultures. Another factor I was weary of was that the salary was not disclosed and from experience; those that choose to not disclose the salary range often pays just the average or below it. This was also confirmed via my research on here. Their turnover is also extremely high and not just for frontline workers; this extends into corporate as I see the same roles re-advertised on LinkedIn which is another tell-tale sign of a company with the revolving door syndrome which equates to people NOT staying long for one reason or another. Something that was also highlighted on here. The fact of the matter is nowhere is perfect however people will LEAVE if the conditions are unbearable which from ‘all accounts’ from my researches and info available on the net applies to them. The company was not a fit for me.