Artificial Intelligence (AI), Calibration, Change Management, Cross-Functional, Data Analysis, Employee Retention, Identify Issues, Leadership, Management Strategy, Performance Management, Performance Metrics, Product Design, Product Lifecycle, Product Management, Product Planning, Product Programs, Product/Service Launch, Project/Program Management, Risk Analysis, Risk Management, Scalable System Development, Strategic Planning, Talent Management, Technical Leadership, Technical Strategy, Technical/Engineering Design, Trend Analysis, User Experience Design (UXD), User Interface/Experience (UI/UX)
The Principal, Product Manager in Talent Management is a senior individual contributor who designs, leads, and scales enterprise-wide talent management strategies and programs. This role operates with significant autonomy in highly ambiguous environments, driving talent management initiatives across multiple business units or geographies. The Principal serves as a recognized subject-matter expert and trusted advisor to senior leaders (Director and VP level), shaping the talent agenda and influencing long-term workforce strategy.
Come Build How Amazon Grows Its Best People
Amazon doesn"t just hire great talent - we obsess over how to develop, retain, and grow it. Our Talent Management team builds the programs, systems, and strategies that shape the employee experience for over 1.5 million people worldwide. This is where people science meets product thinking at a scale no other company can match.
We"re looking for a Principal who thinks like a product leader and operates like a program owner. Someone who can take a complex, cross-functional challenge - spanning product, UX, engineering, and analytics - and turn it into a launched experience with clear strategy, measurable outcomes, and executive-level visibility. You"ll own end-to-end product management and design for talent programs, writing docs, orchestrating cross-functional teams, and presenting to PXT leadership monthly. You won"t inherit a playbook. You"ll write one.
Key job responsibilities
- Enterprise Talent Strategy: Design and own the end-to-end talent management strategy for the enterprise, including talent evaluation, high-potential identification and retention, performance management, and AI-enhanced talent experiences.
- Product Ownership & Delivery: Own the product vision, roadmap, and delivery for talent management programs. Write strategy docs, engage UX/Design/Analytics/Engineering partners, and drive cross-functional teams to ship at scale - without direct authority over those teams.
- Executive Communication: Present product launches and program updates to PXT LT and executives monthly. Translate complex technical and programmatic work into crisp narratives for senior leadership.
- Organizational Health & Insights: Leverage data and analytics to diagnose organizational health trends, identify talent risks, and develop proactive interventions. Translate complex talent data into actionable insights for senior leadership.
- Talent Evaluation & Calibration: Design talent evaluation and calibration processes, ensuring consistency, fairness, and alignment with role guidelines and leadership principles.
- Growth & Development: Architect and implement scalable growth & development programs that accelerate the growth of high-value talent and address capability gaps across the organization.
- AI Transformation: Drive experimentation and adoption of AI-powered talent experiences, partnering closely with engineering and technical teams to bring innovation from concept to production.
- Mechanisms & Scalability: Create scalable mechanisms, tools, and frameworks that raise the bar on talent management practices and can be adopted broadly across the company.
A day in the life
You"ll own the full lifecycle of products and programs that have considerable impact across multiple Amazon organizations. That means defining the mission and vision, writing strategy documents, aligning with senior leaders, building go-to-market and change management plans, and driving execution across UX, Design, Analytics, and Program Management teams that don"t report to you.
You"ll develop KPI frameworks that give leadership real visibility into performance, and you"ll use data to tell the story of what"s working and where to push harder.
You"ll be the connective tissue between product, design, technical, and business teams - identifying gaps before they become failures, sourcing and coordinating resources across organizations, and proactively mitigating risks that others haven"t spotted yet. When a problem is ambiguous, you"ll define it. When a path forward isn"t clear, you"ll build one.
About the team
The Compensation & Talent team is a newly formed organization within PXT that brings together talent evaluation, performance management, and compensation under one leader. Our mission is to accelerate and advance how Amazon identifies and rewards its people - uniting the full cycle of talent assessment and compensation into a streamlined, end-to-end experience. We own compensation product, tech, and program management, as well as talent management design, program, and policy work.
You"ll operate at the intersection of people strategy and technology, working on initiatives that directly influence how Amazon identifies, develops, and retains talent at unprecedented scale. The stakeholders are senior, the problems are genuinely hard, and the work ships to an audience of hundreds of thousands.
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Amazon.com Inc
At Amazon, we don’t wait for the next big idea to present itself. We envision the shape of impossible things and then we boldly make them reality. So far, this mindset has helped us achieve some incredible things. Let’s build new systems, challenge the status quo, and design the world we want to live in. We believe the work you do here will be the best work of your life.
Wherever you are in your career exploration, Amazon likely has an opportunity for you. Our research scientists and engineers shape the future of natural language understanding with Alexa. Fulfillment center associates around the globe send customer orders from our warehouses to doorsteps. Product managers set feature requirements, strategy, and marketing messages for brand new customer experiences. And as we grow, we’ll add jobs that haven’t been invented yet.
It’s Always Day 1
At Amazon, it’s always “Day 1.” Now, what does this mean and why does it matter? It means that our approach remains the same as it was on Amazon’s very first day – to make smart, fast decisions, stay nimble, invent, and stay focused on delighting our customers. In our 2016 shareholder letter, Amazon CEO Jeff Bezos shared his thoughts on how to keep up a Day 1 company mindset. “Staying in Day 1 requires you to experiment patiently, accept failures, plant seeds, protect saplings, and double down when you see customer delight,” he wrote. “A customer-obsessed culture best creates the conditions where all of that can happen.” You can read the full letter
here
Our Leadership Principles
Our Leadership Principles help us keep a Day 1 mentality. They aren’t just a pretty inspirational wall hanging. Amazonians use them, every day, whether they’re discussing ideas for new projects, deciding on the best solution for a customer’s problem, or interviewing candidates. To read through our Leadership Principles from Customer Obsession to Bias for Action, visit
https://www.amazon.jobs/principles