Do you have a strong background in building the right organizational effectiveness solutions that proactively address business-critical problems or organizational issues that are presently in front of you? Do you have the ability to look across multiple projects to see the overlaps and connection points that others might miss? If so, we have an exciting opportunity to drive organizational effectiveness across the AWS organization.

As a Senior Manager of Organizational Effectiveness, you will lead a high impact team that partners with AWS business leaders to de-risk and optimize areas that challenge AWS's ability to operate as a well-designed, well-oiled machine. You will spearhead solutions for designing or re-engineering organizations, driving team effectiveness and high-performance teams, and managing large-scale organizational changes. You will distill numerous inputs/ideas into meaningful actions and culturally relevant recommendations on what we should be doing next. You will help organizations and senior teams define their tenets and articulate their vision, mission, and business strategy. You will guide senior teams as they solve for conflicts or ambiguities in roles, responsibilities, and work processes. You will examine group processes to help organizations build mechanisms for effective group problem solving and decision-making.

This role requires strong partnership with our HR business partners and business leaders across a fast moving, global, and matrixed organization. Flawless consulting and influencing skills are essential since you will be required to interface effectively and communicate convincingly with professionals at all levels, including C-level executives. Some example projects you will work on include:
• Partnering with senior business leaders to address organizational design, operating model, and strategy development opportunities
• Conducting organizational analysis to understand root causes to organizational performance issues and opportunities
• Partnering with our research scientists to uncover organizational bottlenecks and health factors to identify organizational effectiveness opportunities
• Building high-performing team effectiveness mechanisms and interventions

Key job responsibilities
• Know Your Customers. Understand their priorities, what they are saying, and more importantly, what they aren’t. Deliver and drive value for them.
• Innovation. Appreciate what exists, identify why it works. Then rebuild it or build something totally different that derives even MORE value.
• Judgment. Take different perspectives and business needs, develop a solution that works, move the ball forward. Be able to support your opinions with sound reasoning grounded in the business.
• Program management. Build plans with clear objectives, milestones, senior stakeholder alignment, and measures of success.
• Numbers. Data. Love them, use them. Be more than comfortable with spreadsheets and be able to tell someone what the numbers are actually saying.
• Thinking big. How do we build it bigger, better, faster? What aren’t we thinking of?
• Prioritization. There will be a constant flow of work, both tactical and strategic. Determine what gets done first and why, while managing a plan for what to do with everything else.
• Building relationships. Partner with business and operations leaders, HRBPs and corporate central teams. Share best practices, partner on solutions, and move the organizations forward together.
• Consulting. Utilize past experience, deep knowledge of processes and policies, and knowing what’s going on across our organization to create custom solutions and localize as needed.
• Communicating. Share your ideas, listen to others, follow-up, and follow-up again.
• Teaching. You are the expert in this space. Share what’s in your head. Scale you.
• Resourcefulness. If you don’t know it, that’s ok. But you should know where to go for the answer or how to find out.
• Bias for Action and dealing with ambiguity. Sometimes it is not clear how we are going to get there. Can you help carve a path? How fast can you do it? What are the tradeoffs?


About the team
Diverse Experiences
Amazon values diverse experiences. Even if you do not meet all of the preferred qualifications and skills listed in the job description, we encourage candidates to apply. If your career is just starting, hasn’t followed a traditional path, or includes alternative experiences, don’t let it stop you from applying.

Why AWS
Amazon Web Services (AWS) is the world’s most comprehensive and broadly adopted cloud platform. We pioneered cloud computing and never stopped innovating — that’s why customers from the most successful startups to Global 500 companies trust our robust suite of products and services to power their businesses.

Work/Life Balance
We value work-life harmony. Achieving success at work should never come at the expense of sacrifices at home, which is why we strive for flexibility as part of our working culture. When we feel supported in the workplace and at home, there’s nothing we can’t achieve in the cloud.

Inclusive Team Culture
Here at AWS, it’s in our nature to learn and be curious. Our employee-led affinity groups foster a culture of inclusion that empower us to be proud of our differences. Ongoing events and learning experiences, including our Conversations on Race and Ethnicity (CORE) and AmazeCon (gender diversity) conferences, inspire us to never stop embracing our uniqueness.

Mentorship and Career Growth
We’re continuously raising our performance bar as we strive to become Earth’s Best Employer. That’s why you’ll find endless knowledge-sharing, mentorship and other career-advancing resources here to help you develop into a better-rounded professional.