Responsibilities

• Program Strategy & Operating Model: Own the employee amplification operating model, from broad self-serve advocacy infrastructure for all employees, to targeted activation for priority hiring domains, to executive thought leadership that builds credibility with passive talent markets. Define program objectives, success criteria, and prioritization. Make strategic trade-offs between pilot depth and scaling breadth based on data and business need.
• Design & Execution: Own the program end-to-end, from hypothesis definition through measurement and expansion decisions. Define pilot domains, establish pre-pilot baselines in partnership with analytics teams, manage evaluation cycles, and present results to senior leadership. Anticipate risks, build contingency plans, and make real-time adjustments based on emerging data.
• Tech Integration Oversight: Own oversight of all technical integrations that power the employee amplification program — including content distribution platforms, recruiting system integrations, and onboarding touchpoints. Define program-side requirements, manage the integration roadmap in partnership with the Tech team, and ensure ongoing maintenance and performance. Own the transition from third-party tooling to Amazon-native infrastructure.
• Stakeholder Management & PR Partnership: Serve as the primary point of contact for the program with senior leadership, analytics, PR, and Engineering teams. Own the strategic PR relationship, establishing policy frameworks, executive activation alignment, and escalation paths. Influence partner team roadmaps and investment priorities. Present effectively to senior leaders and own cadenced reporting (MBR, QBR).
• Measurement & Attribution: Own the program's measurement narrative. Partner with analytics teams to design formalized experiments, validate attribution methodology, and confirm baseline metrics. Own comparative analysis that isolates employee amplification contribution from other sourcing channels. Translate data into strategic recommendations for program expansion or refinement.
• Activation Strategy: Define which hiring domains, roles, and executives to activate and when in partnership with Talent Marketing stakeholders. Design participation frameworks that prevent fatigue while maximizing impact during active hiring windows. Approve regional expansion strategy and prioritization as the program scales into new markets.
• Operational Excellence: Build repeatable, scalable mechanisms for every aspect of program operations from participant identification to content distribution to impact reporting. Document processes, create playbooks, and establish governance frameworks that enable the program to expand without proportional headcount growth.
• People Development: Actively mentor and develop team members. Participate in recruiting and hiring. Provide constructive peer feedback and promotion assessments.

Requirements

• 6+ years of professional non-internship marketing experience
• 7+ years of developing and managing acquisition marketing or channel programs experience
• Experience using data and metrics to drive improvements
• Experience with Excel or Tableau (data manipulation, macros, charts and pivot tables)
• Experience building, executing and scaling cross-functional marketing programs
• Experience developing and executing campaigns across a multitude of timezones and languages
• Experience driving direction and alignment with cross-functional teams
• Experience defining program requirements and using data and metrics to drive improvements
• Bachelor's degree

Preferred

• Experience driving direction and alignment with large cross-functional teams and agency partners
• Experience designing and executing joint marketing plans with strategic alliance partners with global footprint
• Experience with employee advocacy, employer brand, or recruitment marketing programs
• Knowledge of LinkedIn, employee advocacy platforms (EveryoneSocial, DSMN8, Sprinklr), and social media strategy
• Experience developing and executing influencer marketing strategies, including identifying, activating, and measuring the impact of paid or organic influencers to drive brand awareness and candidate consideration.

Benefits

• 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.