Operations Manager
No salary listed
Expert
Bachelor's, Master's
San Jose, CA, USA+1 moreMore locations: Costa Rica
In Person
People & HRHR Operations & Coordination
Company Historically Provides H1B Sponsorship
About the job
Requirements
- A bachelor's degree is required.
- Experience managing large teams of 50 or more members is required.
- Experience communicating verbally and in writing with executive-level leaders is required.
- At least 6 years of human resources experience is required.
- At least 3 years of people management experience is required.
- Experience in human resources operations, compliance operations, immigration, global mobility, or a closely related field is required.
- The candidate must be able to own complex operational programs with cross-functional dependencies, rather than only manage execution within a defined lane.
- The candidate must have a strong command of data and operations analytics, including designing metrics frameworks, interpreting trends, identifying root causes, and communicating findings clearly to senior stakeholders.
- Experience navigating regulatory or compliance environments where process adherence is mandatory and errors carry material risk is required.
- Experience partnering substantively with Legal, Risk & Compliance, or similar governance functions is required.
- The candidate must speak, write, and read fluently in English.
Responsibilities
- Lead, coach, and develop Manager-level direct reports as leaders, investing in their growth as independent problem-solvers, communicators, and people leaders.
- Define performance expectations for each Manager aligned to business outcomes and leadership competencies, and conduct regular structured feedback conversations and annual calibrations.
- Build a succession pipeline within the management team and identify high-potential talent across the organization for development.
- Foster psychological safety, accountability, and continuous improvement, model deep curiosity and intellectual honesty, and maintain a zero-tolerance standard for compliance shortcuts.
- Own broader team health, including engagement, attrition, capacity planning, and workload equity, and develop mechanisms to surface and address issues before they affect performance.
- Partner with Managers on complex performance-management situations and develop their ability to conduct difficult conversations and reach fair, documented outcomes.
- Drive consistent onboarding and role-readiness standards across team levels so new team members gain substantive compliance knowledge before handling live casework.
- Develop deep fluency in work authorization law, regulatory frameworks, and compliance obligations across operating jurisdictions, including the rationale behind each control.
- Champion a compliance-first culture, clearly communicate the legal and regulatory risks of SOP deviations and unauthorized workarounds, and consistently enforce compliance standards.
- Partner with Legal and Risk & Compliance to monitor regulatory changes and translate them into updated operational guidance, retraining, and revised SOPs.
- Build structured knowledge-management systems, including tiered training curricula, knowledge assessments, compliance playbooks, and escalation guides for complex and ambiguous situations.
- Establish a compliance quality framework by defining defect categories, tracking defect rates by manager and process stream, identifying root causes of recurring issues, and driving targeted remediation programs.
- Identify compliance blind spots in team knowledge and processes related to emerging business scenarios, regulatory changes, and technology shifts, and address them before risk materializes.
- Serve as an escalation resource for novel compliance questions requiring judgment beyond standard SOPs, and partner with Legal when matters exceed operational authority.
- Own end-to-end WA operational delivery metrics, including SLA attainment, case quality, throughput, error rates, and customer experience, across regions and vendor-supported workflows.
- Design and maintain daily, weekly, and monthly operating reviews with each Manager layer, structured escalation paths, and clear metric ownership at each tier.
- Lead continuous improvement initiatives using lean and kaizen methodologies to identify and eliminate process waste, redundancy, and error-prone manual steps.
- Identify and prioritize process improvements across intake, document review, verification, escalation handling, and vendor coordination.
- Manage vendor team coordination and performance, ensuring vendor SLAs, quality standards, and compliance obligations are met and escalation paths are clear and effective.
- Standardize operations across regions where compliance frameworks allow, accommodate legitimate jurisdictional variation, and eliminate unnecessary divergence that adds training burden or quality risk.
- Maintain accurate, real-time visibility into capacity, volume trends, and staffing adequacy, and address resource gaps before they affect service levels.
- Represent WA Operations in cross-functional meetings with Legal, Risk & Compliance, Immigration, Technology, Product, Workforce Staffing, and senior PXT leadership, speaking authoritatively on processes, SLA capabilities, team capacity, and compliance posture.
- Maintain a close partnership with Regional HR Managers who own program design and regional compliance strategy, providing clear and timely operational intelligence for programmatic decisions.
- Participate in technology and product roadmap discussions and provide substantive input on operational and compliance requirements, edge cases, and scalability needs.
- Prepare executive-quality business reviews and escalation narratives with clear findings, data-backed conclusions, and actionable recommendations for senior stakeholders.
- Build trust with cross-functional partners through demonstrated expertise, consistent follow-through, and direct communication about operational feasibility.
- Represent WA Operations in OP planning, headcount discussions, and budget processes, articulating the operational implications of business growth, regulatory changes, and technology gaps.
- Own escalation intake from recruiters, HRBPs, Workforce Staffing, and senior business leaders, ensuring escalations are triaged, routed, and resolved promptly with root causes captured.
- Define, instrument, and regularly review WA Operations success metrics, including compliance defect rates, SLA attainment, team capability benchmarks, and candidate and employee experience outcomes.
- Contribute substantive input to OP1/OP2 planning cycles by authoring or co-authoring sections on operational health, investment needs, risk landscape, and capacity requirements.
- Partner with Technology and Product teams to shape the WA technology roadmap, ensure investments address operational and compliance problems, and prepare the team to adopt new capabilities.
- Identify and address structural risks to program continuity, including knowledge concentration, single points of failure, vendor dependency, and compliance gaps in emerging business areas.
- Build data-supported cases for organizational investment in headcount, tooling, training, and process redesign, connecting proposals to compliance risk reduction and operational performance improvement.
- Monitor global regulatory and business trends and partner with Legal, Regional HR Managers, and the Global WA Service Leader to keep operations ahead of changes in the compliance landscape.
Desired Qualifications
- A master's degree or higher in business, human resources, or a related field is preferred.
- Deep expertise in work authorization, I-9/E-Verify, right-to-work verification, or global employment eligibility compliance is preferred.
- Experience owning a global operations function as a single-threaded program owner, including OP planning and development of a three-year roadmap, is preferred.
- Familiarity with HR technology platforms, case management systems, and automation tools used in compliance or HR service delivery is preferred.
- Experience participating in technology or product roadmap discussions, including requirements definition, user acceptance testing, or feature prioritization, from operational and compliance perspectives is preferred.
- Experience developing and implementing compliance training curricula, knowledge-management systems, or quality-assurance frameworks for large service delivery teams is preferred.
- PHR, GPHR, SPHR, or an equivalent HR certification is preferred.
- Experience managing vendor or business process outsourcing teams in a blended service-delivery model is preferred.
- Experience operating in ambiguous, rapidly evolving regulatory or business environments and building durable, scalable processes despite uncertainty is preferred.
About the company
Amazon runs the largest online store in the United States and rents cloud computing to businesses and governments through Amazon Web Services. AWS pioneered renting computing power over the internet, and Amazon built its own delivery network to get orders to customers quickly. Shoppers buy from Amazon and from independent sellers on its store, and Prime members pay a subscription for fast free shipping, streaming video and music, and other perks. AWS rents out computing power, storage, databases, and AI tools so companies can run software without owning servers, and Amazon also makes Kindle e-readers and Echo speakers with the Alexa assistant. Jeff Bezos founded Amazon in 1994, and it is based in Seattle, Washington.
Company Size
10,001+
Company Stage
IPO
Headquarters
Seattle, Washington
Founded
1994
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Simplify's Take
What believers are saying
- AI drives growth: AWS's AI and custom-chip sales each more than doubled, passing $25 billion a year by June 2026.
- Stock grants gained value: shares hit a record in August 2026, making Amazon the fifth company to reach $3 trillion.
- Ads are a third engine beside stores and AWS: they grew 26% to $19.8 billion in the June 2026 quarter.
What critics are saying
- AWS's lead is shrinking: in the June 2026 quarter, Google Cloud grew 82% and Microsoft's Azure 43%, versus AWS's 37%.
- Job security has slipped: Amazon cut 30,000 corporate jobs in October 2025 and January 2026 to reduce management layers.
- Expect five office days a week: Amazon ended its three-day hybrid policy for corporate staff in January 2025.
What makes Amazon unique
- Most of Amazon's profit comes from cloud: AWS made 21% of sales but 60% of operating profit in mid-2026.
- Amazon is America's biggest parcel carrier by volume: it handled 6.9 billion packages in 2025, more than the Postal Service.
- Writing matters more than slides: Amazon meetings open with silent reading of a six-page memo instead of PowerPoint.
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Benefits
- Flexible Work Hours
- Company Equity