People Ops Intern

People Ops Intern

About us At Amber, we believe our people are central to the quality of the work we deliver. We grow through collaboration, continuous learning, and a shared commitment to getting better. This internship is an opportunity to contribute to that culture by helping our supervisors strengthen the people skills they use every day.

About the role

We are looking for a Learning & Development Intern to support the design and delivery of soft-skills training for supervisors and middle-management roles. Working closely with Operations and People/HR stakeholders, this person will help identify development needs, turn them into practical learning experiences, facilitate training sessions, and gather feedback to improve the program over time.

The role is designed for someone who enjoys learning, communicating, creating engaging content, and helping others become more effective leaders. The intern will receive guidance and progressively take greater ownership of training activities as their skills develop.

The Quest

• Support the identification of learning and development needs among supervisors and middle managers through feedback, observation, surveys, and stakeholder input.
• Research practical approaches and current best practices in leadership development, adult learning, and soft-skills training.
• Design training content, presentations, facilitator guides, participant materials, exercises, role plays, case studies, and other learning resources.
• Support and progressively facilitate workshops, training sessions, and development activities for supervisors and middle managers.
• Develop learning modules on topics such as effective communication, feedback, active listening, emotional intelligence, conflict resolution, delegation, accountability, difficult conversations, team motivation, collaboration, adaptability, time management, and prioritization.
• Help build a structured Supervisor Development Program with clear learning objectives, topics, sequencing, and practical application activities.
• Coordinate training logistics, invitations, attendance, materials, and follow-up actions.
• Create simple tools to evaluate training effectiveness, including participant feedback, knowledge checks, practical exercises, and post-training follow-up.
• Track participation, completion, satisfaction, and other basic learning indicators, and summarize findings and improvement opportunities.
• Maintain training materials, records, and documentation in an organized and reusable format.
• Collect participant and stakeholder feedback and use it to continuously improve content and facilitation methods.
• Contribute ideas that make learning practical, engaging, relevant, and applicable to day-to-day people-management situations.

The Skills

• Current student or recent graduate in Psychology, Human Resources, Organizational Development, Education, Communication, Business Administration, or a related field.
• Strong interest in Learning & Development, leadership development, organizational development, or Human Resources.
• Clear written and verbal communication skills in Spanish; working English proficiency is highly desirable.
• Comfort speaking in front of groups and willingness to develop facilitation skills.
• Ability to research a topic and translate information into clear, practical, and engaging learning content.
• Creativity in developing exercises, activities, presentations, and learning experiences.
• Strong organization, follow-through, and attention to detail.
• Ability to receive feedback, iterate quickly, and collaborate with people at different levels of the organization.
• Working knowledge of PowerPoint, Google Slides, Microsoft Office, Google Workspace, Canva, or similar content-creation tools is a plus.
• Curiosity, initiative, empathy, active listening, and a genuine interest in helping others grow.

What success looks like

• A clear initial map of the main development needs for supervisors and middle managers is created and kept current.
• A practical catalog of soft-skills training modules is developed with reusable materials and clear learning objectives.
• Training sessions are well prepared, engaging, and increasingly facilitated with confidence and autonomy.
• Participant feedback and learning data are consistently collected and translated into concrete improvements.
• Training materials and records remain organized, current, and easy to reuse.
• The intern contributes useful ideas and helps establish the foundation for an ongoing Supervisor Development Program.

The Reward

• Hands-on experience designing and facilitating real learning and development initiatives.
• Direct exposure to leadership development and the day-to-day challenges of people management.
• Coaching, feedback, and support from Operations and People/HR stakeholders.
• The opportunity to build a portfolio of training materials, workshops, and measurable development initiatives.
• A collaborative environment where learning, initiative, and continuous improvement are encouraged.
• The opportunity to develop skills relevant to future roles in Learning & Development, Organizational Development, People Development, or Human Resources.