Manager Risk Management Brand Protection - EMP

Scope Manager Risk Managers will lead teams which will be responsible for close looping the Executive Escalations (EEs) through a structured Writeup (WU) process for Vice President (VP) stakeholders. They are expected to navigate between risk program and product management seamlessly and work with WW program teams for abuse investigation RC/PA finalization and seeking directors and higher approval and alignment.

Strategy:
KTLO RMM maintains subject matter expertise and current industry knowledge to train and advise leadership on emerging trends and their potential impact on organizational roadmap and operational planning (OP1/2 3YP). They possess a global view of abuse landscape and advocate for scalability and sustainability throughout the organizational strategic and operational planning to achieve VP level goals (for example 24hr IRA 6hr sev1 14 day and 21day WU delivery)
Continuous Improvement They will leverage competitive benchmarking and Voice of the Customer to suggest novel opportunities or approaches for enabling VP level EE goals. They create detailed plans with a measurable success criterion escalate effectively navigate through tradesoffs (time vs. effort vs. results) and consistently communicate progress. RMM will drive improvements to risk areas that are quantified with metrics; and proactively seek out new and improved data/mechanisms for continuous improvement.
Managing Risk Tolerance RMM makes recommendations to leadership on opportunities for risk mitigation based on established risk tolerance. This includes challenging the status quo to refresh risk measurement and recalibrate risk tolerance. They are expected to bring the right people in the room; drive discussions and achieve highlevel alignment by providing a longterm perspective and context for risk related business decisions to reduce exposure to classic failure modes.
People/Organization RMM continuously builds a network of talent by actively participating in the recruitment process and making right hire decisions to troubleshoot significantly complex risk scenarios. They create mechanisms to help onboard new talent and mentor them to improve their skills and ability to get things done. They effectively coach and give feedback to help develop talent and support career development; while optimizing performance against organizational goals as well as employee aspirations. They create and communicate inspiring vision for team(s) and establish team culture that aligns with leadership principles.

Complexity/Ambiguity They are expected to navigate through extreme ambiguity operate with significant autonomy and discretion to define and understand acceptable risk tolerances manage those tolerances and optimize or find value in risk avoidance while investigating the executive escalations. They will deploy process frameworks to ensure that the EE metal model remains consistent with the expectations of our executives the requirements of our seller brands and customers and the industry standards of risk mitigation. They will deploy mechanisms and strategies to ensure that their team is empowered to take outside SOP decisions consistently Think Big Insist on the Highest standards and Have Backbone while engaging the program leadership especially because their teams are expected to investigate abuse in an unbiased and holistic manner which puts their rootcause identification and preventatives deployment agenda in conflict with longterm program charters and priorities. They will responsible for the hiring growth and development strategy of their respective span.

Stakeholder Engagement They will be working directly with Sr management and director level stakeholders across 140 program teams to expedite alignment on EE business goals and strategies pertaining to SLAcostquality improvement. These leaders will be expected to navigate between risk program product and operations management seamlessly.

Scale of Impact A large part of this leaders responsibility is to engage with senior/director level stakeholders across program teams and keep them aligned on overarching EE mental models and strategies to consistently and sustainably achieve our EE SLAs specially when there are frequent disagreements. If this leader fails in their role we might not be able to keep the people motivated stakeholders committed and the process streamlined to consistently and sustainably achieve the EE goals. Largely failing to appropriately manage the lifecycle of their EE program will result in under and/or overprocessing of work thereby incurring more resources and inflation of the overall costtoserve which also puts Amazons reputation at risk.


Experience defining program requirements and using data and metrics to determine improvements
5 years of experience delivering cross functional projects
5 years of experience in program or project management
5 years of experience working cross functionally with tech and nontech teams
Bachelors degree required.
5 years of relevant experience in Project Management.
5 years managing global stakeholders in crossfunctional projects.
Exceptional written verbal and interpersonal communication skills; proven ability to guide crossfunctional teams through influence versus direct management.
Ability to deal with ambiguity in a fastpaced environment where not all processes and procedures are clearly defined. Agility to change directions quickly as needed.
Ability to diagnose problems identify root causes and develop and drive appropriate solutions.
Positive proactive and always able to exercise great judgment.
Strong business and HR acumen including strong problem solving skills critical thinking and selfinitiative.
Ability to operate simultaneously and effectively in both tactical and strategic mode.

Experience with ecommerce related processes and programs.
Certified Project/Program Management credentials.
Experience leading global program initiatives and/or process improvement efforts.
Strong analytical and quantitative skills; strong bias towards databased decision making and strength with financial and operational analysis.

Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status disability or other legally protected status.

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 for more information. If the country/region youre applying in isnt listed please contact your Recruiting Partner.

Our compensation reflects the cost of labor across several US geographic markets. The base pay for this position ranges from $119900/year in our lowest geographic market up to $198300/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on jobrelated knowledge skills and experience. Amazon is a total compensation company. Dependent on the position offered equity signon payments and other forms of compensation may be provided as part of a total compensation package in addition to a full range of medical financial and/or other benefits. For more information please visit This position will remain posted until filled. Applicants should apply via our internal or external career site.