Regional Learning Manager, ATS
AI in this role
Lead learning and development initiatives, hiring strategies, and operational programs across the ATS operations network.
program-managementlearning-developmenttalent-strategychange-managementbudgeting
The role will own end-to-end program management of high-impact initiatives spanning the full L&D value chain: from shaping the hiring strategy and building organizational capability (associates and managers) through programs, to driving content development, expanding centralized learning systems, and leading change management across the network. You will be the single-threaded owner for programs such as Flex (ALFA), global learning benchmarks, and defect reduction — translating data into actionable learning interventions that move the needle on associate performance and operational quality.
This role demands a leader who can operate at both the strategic and tactical level — someone who can present compelling L&D narratives in Quarterly Business Reviews and Operational Planning forums to senior leadership, while simultaneously diving deep into data cuts to identify root causes and scope improvement opportunities. You will manage the L&D budget with fiscal discipline, drive the expansion of learning technology infrastructure, and navigate the learning implications of externalization changes — all while maintaining focus on the associate experience.
The ideal candidate brings a rare combination of program management expertise, analytical horsepower, learning domain knowledge, and the ability to influence without authority across operations, HR, quality, and technology teams. You thrive in ambiguity, move fast with purpose, and are energized by the opportunity to build mechanisms that scale learning impact across one of the world's most complex fulfillment networks.
Key job responsibilities
Hiring Strategy: Own the end-to-end L&D hiring strategy, including workforce planning, talent pipeline development, and role-specific competency frameworks. Partner with Talent Acquisition to ensure timely and quality hiring aligned to business growth plans.
ALFA Strategy: Evaluate and iterate on Flex Fulfillment Associate strategy — identify what is working, diagnose gaps, and drive continuous improvement through mechanism-based interventions.
Capability Building (GB & BB): Design, launch, and scale capability building programs. Define success metrics, track certification throughput, and ensure programs are tied to operational improvement outcomes.
Program Management: Own program management for new programs, global benchmarks. Drive cross-functional alignment, establish milestones, manage risks, and report progress to senior leadership.
QBR & OP1: Prepare and present L&D performance narratives for Quarterly Business Reviews (QBR) and OP1 planning. Own the data story — translate learning metrics into business impact language that resonates with senior leaders.
Defect Reduction: Lead defect reduction initiatives by generating data cuts that identify scope of improvement. Partner with operations and quality teams to prioritize high-impact defect categories and design targeted learning interventions.
Content Development: Own the end-to-end content development strategy and execution. Define content standards, manage the content creation pipeline, and ensure learning materials are current, engaging, and aligned to operational needs. Drive content effectiveness measurement and continuous improvement.
Change Management: Lead change management initiatives related to learning programs and processes. Develop communication plans, stakeholder engagement strategies, and adoption frameworks to ensure smooth rollout of new learning initiatives across the network.
Central Learning Systems Expansion: Drive the expansion and optimization of centralized learning systems and technology infrastructure. Evaluate platform capabilities, manage vendor relationships, and ensure systems scale to meet growing organizational needs.
Learning: Manage learning implications of ATS externalization changes. Assess impact on training requirements, develop transition learning plans, and ensure associates impacted by externalization are equipped with the right skills and knowledge.
L&D Cost and Budgeting: Own the L&D budget and cost management process. Develop annual budgets, track spend against plan, identify cost optimization opportunities, and provide regular financial reporting to leadership.
Basic qualifications
- Experience analyzing business metrics and training data to measure program effectiveness
- Experience collaborating with cross-functional teams
- Experience developing and implementing training programs
- Bachelor's degree or equivalent, or 2+ years of Amazon (blue badge/FTE) experience
Preferred qualifications
- Experience creating learning content and driving learning through a Learning Management System
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you’re applying in isn’t listed, please contact your Recruiting Partner.
How we score this
Regional Learning Manager, ATS at Amazon scores 0 out of 100 on AI centrality, which makes it AI Level 1 of 4 (Little AI) on this board. The level measures how much of the work is AI, not seniority.
Classification
AI Level 1. The work itself involves no AI, or AI only appears as scenery, such as a company tagline.
- AI Level 480 to 100
- AI Level 360 to 79
- AI Level 240 to 59
- AI Level 10 to 39
Bands come from how often the tools, models and workflows of the role are named in the posting itself. Open the description and count.
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Skills and AI tools this role asks for
Program ManagementLearning DevelopmentTalent StrategyChange ManagementBudgeting
Questions you could be asked
- Tell me about a project where program management was part of your work. What did you do?
- Tell me about a project where learning development was part of your work. What did you do?
- Tell me about a project where talent strategy was part of your work. What did you do?
- Tell me about a project where change management was part of your work. What did you do?
- Tell me about a project where budgeting was part of your work. What did you do?
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