We're looking for a strategic leader who will challenge our thinking and reshape how ITA operates. As Senior Manager, Business Operations & Change Management for Intelligent Talent Acquisition, you'll serve as the strategic thought partner to our senior leaders — and the architect of how the organization executes, adapts, and scales.
This isn't a traditional BizOps role. You'll own the mechanisms that enable ITA to execute with clarity — but more importantly, you'll own the system that makes organizational change stick. You'll build a closed-loop change management capability that ensures alignment at the top translates into consistent behavior at the team level. Within your first 3-6 months, you'll take ownership of ITA's strategic planning cycle, stand up the change management system, and begin deploying embedded change leads across ITA's key domains.
We're looking for someone who has built operating systems from scratch, led change that actually stuck, and delivered measurable results at scale. If you've ever been frustrated by organizations that agree on a direction and then don't follow through — this is the role where you fix that.
Key job responsibilities
Strategic Operations & Business Rhythm:
• Own ITA's strategic planning cycle: OP1 → Goals → Projects → Accountability
• Lead the business cadence including weekly, monthly, and quarterly reviews for Director and VP-level leadership
• Design and maintain operating mechanisms that enable clear execution and sustainable scaling across all verticals
• Monitor org health — staffing models, delivery velocity, goal alignment, cost-per-product trends
• Prepare decision documents and "anticipated questions" for senior leadership reviews
• Drive adoption of team tenets and operating models — and inspect whether they're actually being used
Change Management & Organizational Effectiveness:
• Build and own ITA's closed-loop change management system: Signal Detection → Validation → Implementation → Feedback → Institutional Learning
• Detect the need for change through data AND perception — both are signals
• Validate high-stakes changes before scaling; move fast on lower-stakes changes. Not everything needs a pilot — everything needs a clear rationale.
• Ensure every change has a named owner, persona-specific communication, and visible leadership inspection
• Close feedback loops visibly — silence is not an option
• Monitor change fatigue and advise leadership on sequencing
• Manage 4 CM Domain Leads embedded across ITA's key areas
A day in the life
You might start by reviewing WBR data — not just the numbers, but whether the mechanisms producing them are working. You'll check in with your domain lead who's surfacing signals that a process change isn't landing as intended. You'll prepare a quarterly business review — translating delivery health and goal progress into a clear narrative with recommendations. You'll challenge the team's assumptions about why a pilot isn't working. You'll close the day updating learning mechanisms and adjusting Q3 sequencing based on organizational capacity.
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.
This role reports to the Chief of Staff & BizOps Lead and directly manages 4 CM Domain Leads. We're building something new — not inheriting a mature function. If you want a playbook handed to you, this isn't the role. If you want to write the playbook, keep reading.
