Senior Program Manager, Change Management , Intelligent Talent Acquisition
About the role
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.
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.
Qualifications
5+ years of program or project management experience
Experience using data and metrics to determine and drive improvements
Experience owning program strategy, end to end delivery, and communicating results to senior leadership
Experience working cross-functionally with tech and non-tech teams
Experience communicating and presenting to senior leadership
Bachelor's degree, or 5+ years of professional experience
Preferred Qualifications
Experience implementing change management successfully transitioning programs into large-scale operations
Experience using data and metrics to back up assumptions, evaluate outcomes, and make data-driven decisions
Change management certification (Prosci, CCMP) or equivalent practical experience
Experience working embedded within or closely alongside product, engineering, or science teams
Experience in talent acquisition, HR operations, or people technology organizations
Experience working with distributed or regional teams