Sr. Manager, Business Operations, Workforce Staffing

We're looking for a strategic operational leader who will serve as the single-threaded owner of how Workforce Staffing (WFS) runs, scales, and improves. As Senior Manager for Business Operations, you'll own the operational backbone of Amazon's high-volume hiring engine, responsible for attracting, hiring, and onboarding hundreds of thousands of associates annually across global operations. This isn't a role where you maintain existing mechanisms. You'll look around corners, translate leadership direction into strategy and execution plans, and act as a force multiplier across business operations, process engineering, knowledge management, and financial management. You'll connect the dots across verticals: if X happens, you'll anticipate why Y will happen and build the plan to get ahead of it. This role demands someone who thrives in ambiguity, equally comfortable presenting a quarterly business review to VP-level leadership as diving deep into root-cause analysis on a broken SOP or budget variance. You'll use data to drive decisions (not just report on them), prioritize root cause over symptom, and demonstrate bias for action while managing calculated risk in a fast-paced, high-volume environment. You will identify opportunities to apply GenAI strategically across WFS workflows, validating new use cases and driving adoption beyond personal productivity. Key job responsibilities Strategic Operations & Business Rhythm: Establish and own WFS's end-to-end business rhythm incorporating finance cycles, corporate planning milestones, and cross-functional dependencies. Own preparation, facilitation, and follow-through for WBR, MBR, QBR, and MPR reviews. Steward annual planning (OP1/OP2) and goal-setting mechanisms. Translate organizational direction into clear execution plans with measurable outcomes. Process Engineering & Transformation: Drive transformational improvements across WFS's hiring workflows (candidate attraction through Day 1) with measurable, data-driven impact. Identify systemic bottlenecks through root-cause analysis, design scalable solutions, and partner with technology teams to automate manual steps. Go beyond incremental optimization to deliver step-change improvements that reduce cost-per-hire and time-to-fill at scale. Data-Driven Decision Making: Own the data architecture and metrics frameworks that enable WFS leadership to make informed decisions. Surface signals in data that alter direction, build mechanisms for proactive issue identification, and quantify impact with rigor. Dive deep into the details to uncover root causes, not just symptoms. Knowledge Management: Own WFS knowledge management, ensuring operational playbooks, SOPs, runbooks, and best practices are documented, current, version-controlled, and accessible across all regions and teams. Financial Operations: Manage budget planning, forecasting, variance analysis, cost allocation across programs, and T&E and controllable line items within budget. Apply analytical rigor to financial decision-making and proactively identify opportunities for cost optimization. GenAI & Innovation: Identify and validate GenAI use cases across WFS operations that drive strategic value. Go beyond personal productivity tools to reshape how the organization operates, evaluating emerging technologies for scalable application across hiring workflows. Team & Stakeholder Leadership: Develop, coach, and retain a high-performing team across business operations, process engineering, knowledge management, and finance. Lead cross-team projects ensuring regional and global alignment on strategic WFS initiatives. Influence program managers, tech teams, science partners, and process engineers to ensure WFS runs with discipline, scales with consistency, and improves continuously. A day in the life You might start by identifying an emerging trend in your hiring funnel data that no one else has connected yet, and building the case for leadership to act before it becomes a problem. You'll