Senior Program Manager, Change Management , Intelligent Talent Acquisition

Do you believe that organizational change should be measured by outcomes, not announcements? Do you get frustrated when leadership aligns on a direction and nothing changes at the team level? Do you have the instinct to detect what"s not working before it becomes a crisis - and the discipline to make the fix stick? If so, keep reading.

Intelligent Talent Acquisition (ITA) is building a change management capability that doesn"t exist yet at Amazon. As a Change Management Domain Lead, you"ll be embedded within a specific area of ITA - not as an observer, but as a trusted partner who builds relationships with the teams you support, translates leadership decisions into team-level action, and feeds honest signals back up. You are the reason change lands, not just launches.

You"ll operate within a closed-loop change management system: detecting signals (through data and perception), validating changes where appropriate, implementing with clear ownership and persona-specific communication, and closing feedback loops visibly. You won"t work in isolation - you"ll be one of four domain leads managed by a Senior Manager who sets methodology standards and deploys the team fluidly based on organizational priority. Your domain may shift as ITA evolves. Your methodology won"t.

This role is for someone who earns trust by showing up consistently, listens before prescribing, and measures success by whether the original problem got better - not whether people followed the new process.

Key job responsibilities

Signal Detection & Domain Intelligence:

• Build deep relationships within your assigned domain - understand how teams actually work, not just how they"re supposed to work
• Surface signals through data and perception: what"s working, what"s breaking, what people are saying and what they"re not
• Distinguish between noise and signal - not every complaint is a change candidate; not every metric dip is a crisis
• Report signal patterns to the CM Lead with clear recommendations on what warrants formal intervention

Change Validation & Implementation:

• For high-stakes changes: design validation approaches with representative teams, define success criteria before the test starts, and measure whether the original problem is resolving
• For lower-stakes changes: move fast with a clear rationale - not everything needs a pilot
• Translate every change by persona: ICs hear what changes for them, managers hear what they do differently, leaders hear what they inspect
• Ensure every change in your domain has a named owner and visible accountability

Feedback Loops & Institutional Learning:

• Close every feedback loop visibly: "we"re doing this," "we"re not and here"s why," or "we need more time"
• Track adoption vs. outcomes - flag when compliance is performative rather than meaningful
• Capture lessons from every change cycle and feed them back into the system so the next change is better
• Build trust by making feedback matter - teams should see their input change how things are done

A day in the life

You start the day reviewing adoption data from a process change that rolled out two weeks ago - the numbers look fine, but you"ve heard from three team leads that it"s creating extra work nobody anticipated. You document the signal and draft a recommendation for your CM Lead. Mid-morning, you sit in on a team standup - not to present anything, but to listen. After lunch, you"re facilitating a feedback session with managers who piloted a new workflow. The pilot worked in two teams but not the third - you dig into why and update the validation criteria before recommending whether to scale. You close the day by writing a visible feedback response to a concern raised last month: here"s what we heard, here"s what we did about it, here"s what"s next.

About the team

ITA Business Operations & Change Management is the operating system for Intelligent Talent Acquisition - the organization that builds the products, science, and technology behind Amazon"s hiring. BizOps tells leadership what"s happening and why. Change Management ensures that when we decide to do something about it, it actually happens.

You"ll report to the Senior Manager of Strategic Operations & Change Management and work alongside three other Domain Leads. You"ll partner daily with BizOps colleagues covering People & Org Health, Vendor Management, and Strategic Communications. Your domain assignment may evolve as ITA"s priorities shift - we deploy where the need is greatest.

We"re building this function from scratch. If you want a mature playbook, this isn"t the role. If you want to help write one that other orgs will eventually copy, it is.