Sr. Business Operations Manager, Executive Compensation

Requirements

• Bachelor's degree or equivalent
• 5+ years of finance, compensation or consulting experience
• 5+ years of Human Resources, Compensation Management or Consulting experience
• Knowledge of Excel and Peoplesoft
• Knowledge of compensation compliance with state and federal laws
• Experience in balancing conflicting priorities dealing with ambiguity
• Experience in verbal and written communication for executive level leaders
• Amazon is an equal opportunity employer and does not discriminate on the basis of protected veteran status, disability, or other legally protected status.
• USA, NY, New York - 148,600.00 - 201,000.00 USD annually

Additional Information

We are seeking a Sr. Business Operations to operate as a senior leader within Executive Compensation, owning how we translate strategy into an integrated, scalable operating model for executive talent decisions. This role sits at the center of Executive Compensation and connects it across Executive Recruiting, Executive Talent Management, Broad-Based Compensation, and business leadership - ensuring compensation is not a downstream output, but a core input into how we hire, manage, and retain senior talent. You will drive the mechanisms, frameworks, and operating rigor that enable high-judgment, high-velocity decisions for our most senior leaders. Key job responsibilities Own the Executive Compensation Operating System - Define and run the mechanisms that govern executive compensation decisions (e.g., new hire structuring, annual planning, off-cycle actions, retention strategies). Ensure consistency, scalability, and auditability across all decisions. Lead Cross-Functional Integration at the Executive Level, drive alignment across stakeholders in a complex matrixed organization. Translate Strategy into Precision Execution - Convert broad compensation philosophy into high-resolution frameworks that enable differentiated, role-specific decision-making. Ensure continuity across the executive lifecycle-from offer design through ongoing compensation and retention. Eliminate fragmentation across hiring, planning, and talent management processes. Own Data, Insights, and Decision Narratives - Synthesize internal equity, external market data, and recruiting signals into clear, decision-ready narratives for senior leadership. Elevate the quality and consistency of executive compensation decisions. Build Scalable Mechanisms and Tools - Serve as the interface with tech organizations to design and implement tools, workflows, and governance structures that improve speed and decision quality at scale. Raise the Bar on Operating Rigor - Identify and eliminate friction across processes. Drive continuous improvement in cycle times, stakeholder alignment, and decision quality.

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