You are responsible for managing an existing Talent Development program, delivering difficult projects aligned with team goals. You work independently, seeking guidance as needed. You may be embedded in a single team, partnering with the manager and other teams to deliver difficult, cross-functional projects, or you may work with more teams if program goals require it. You may work directly with vendors, customers, partner teams, sellers, and (at a high level) engineering teams. You have a solid understanding of the business problems, tools, workflows, and the interdependencies that pertain to your program area. You make connections and make sure the right people are part of the conversation. You prevent or mitigate the consequences of poor business decisions. You recognize when a proposed idea is too complex or risky (and arrange additional stakeholder or sponsor reviews).

As part of project and program ownership, you focus on the larger business picture (i.e., customer experience, processes or problem, opportunities, etc.). To drive the right outcomes, you take the time to understand relevant business requirements and goals. You are able to identify stakeholder needs and key performance indicators (KPIs). You help your customers and (where appropriate) engineering teams make trade-offs by considering the larger picture (e.g., customer experience, financial goals, compliance, legal, brand, public relations, process workflow dependencies, metrics, quality, efficiency, etc.). You partner with other managers to secure resources, scope efforts, set project priorities and milestones, and drive delivery. You help teams determine where to iterate to make improvements. You determine if success metrics are in place, and if not, you work to define them. If supporting OP1-2 efforts, you may be responsible for organizing/collecting data, writing PR/FAQs and other strategic program documentation (e.g., narratives).

You meet timelines and minimize disruption to partner and engineering teams, especially during their peak efforts. You manage overall schedule, proactively mitigate any risks, and keep the scope of effort under control. You own all program communication. You accelerate progress by driving crisp and timely decisions, clearing blockers (e.g., path to green), escalating appropriately. You apply process improvement methodologies (e.g., Agile, Lean, Kaizen analyses, or another approach). You may oversee a roll-out process, including shepherding testing, and other launch efforts. You include buffer time, plan for the unexpected, making sure that dependencies are not broken by changes related to the efforts you manage. You plan effectively to make sure those involved in your projects are not thrashed and that outcomes are maintainable. You may manage post-launch support plans (e.g., post-mortem, issue/ticket management, possibly COEs). You look for opportunities to improve system quality and operational excellence. You help recruit and interview for your team. You mentor and help develop others.

In summary, the Talent Development Program Manager demonstrates experience and independence in owning relevant programs for developing internal customer’s performance and skill capacities. They are able to fully own and drive learning projects covering single or multi-team scopes, ensuring mechanisms are established to allow those projects to operate without the program manager’s supervision.


Base pay for this position starts from EUR 2400+ gross per month and salary depends on the skills and requirements, there will be further pay components such as a sign on bonus and the eligibility to participate in a restricted stock unit scheme operated independently by Amazon.com Inc. in USA. Company benefits apply subject to further terms, including annual membership in medical clinic, life insurance, retirement pension, meal voucher card, career development.