Human Resources Director at Microsoft
Redmond, WA 98052
About the Job
Data Platform and Growth (DPG) is an exciting and fast evolving team with a mission to optimize and deliver industry leading technologies for Microsoft’s Experiences + Devices (E+D) division, which are used by our Customers around the world
The organization is responsible for E+D’s strategy, E+D’s data platform, product-led growth of M365 Copilot + M365 Core, and growth of Viva and its role driving Copilot customer transformation
We are looking for a passionate, high energy Human Resources (HR) Director to partner with business teams and leading HR Business partner team for this business
The client business team has multiples of thousands of employees, located across multiple countries. This HR Director manages a team to assess data and present insights and recommendations on leadership and team effectiveness, diversity and inclusion, and organizational health. In addition, this role has people management responsibilities including driving employee growth and development, executing projects, and managing performance.Microsoft’s mission is to empower every person and every organization on the planet to achieve more
As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals
Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.Required Qualifications:Bachelor's Degree in Business, Human Resources, or related field AND 12+ years experience in human resources or related processes (e.g., hiring, performance management)OR Master's Degree in Business, Human Resources, or related field AND 10+ years experience in human resources or related processes (e.g., hiring, training, performance management)OR equivalent experience.Additional or Preferred qualificationsBachelor's Degree in Business, Human Resources, or related field AND 15+ years experience in human resources or related processes (e.g., hiring, performance management)OR Master's Degree in Business, Human Resources, or related field AND 12+ years experience in human resources or related processes (e.g., hiring, training, performance management)OR equivalent experience.4+ years’ experience with partnering with a wide network of clients and across human resources to deliver effective business solutions.Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, CIPD).HR Business Partnership M6 - The typical base pay range for this role across the U.S
is USD $129,200 - $273,400 per year
There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $162,000 - $299,400 per year.Certain roles may be eligible for benefits and other compensation
Find additional benefits and pay information here: Microsoft will accept applications for the role until October 13, 2024.Microsoft is an equal opportunity employer
All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements
If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.Strategic Talent ManagementPartners with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client, organization, or time zone
Contributes to expanding the workforce diversity of the clients’ organization and building inclusive leadership practices
Partners with Global Talent Acquisition (GTA) to align on the Diversity and Inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization.Implements talent movement plans in partnership with Talent Management and Talent Development Management (TDM) by identifying potential successors using business insights and data
Drives operational processes and works with others (e.g., managers, Compensation and Benefits) to ready successors and place them in the new role.Identifies talent strengths and needs through ongoing assessment of business needs
Partners with Talent Management to translate business priorities into talent management outcomes
Design approaches to help business leaders make decisions to build, buy, or borrow talent and assess the impact of the decisions.Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets
Collaborates with Total Rewards to understand the market competitiveness of the client organization's compensation and makes recommendations to improve engagement and retention through fiscal levers.Participates in the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs
Leverages Talent, Learning, and Insights (TLI) solutions for culture, talent management, employee, leader and manager excellence, and learning and development
May work with Readiness on the onboarding, training and development of talent in the go to market space.Leadership& Team PerformanceAssesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance
Assembles and provides summary status updates and guidance for leadership
Conducts one-on-one effectiveness coaching with experienced leaders to improve leadership capability or the resolution of leadership gaps
Coaches managers and leaders to facilitate organizational change and model an inclusive environment.Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for a business group
Facilitates the leadership capability planning for an organization, client, or time zone
Executes strategies and action plans to transform leaders and teams to embody leadership principles.People ManagementManagers deliver success through empowerment and accountability by modeling, coaching, and caring
Model - Live our culture; Embody our values; Practice our leadership principles
Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn
Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.People PlanIdentifies gaps in current people plan, people programs, and tools to develop critical skills and maintain productivity
Leads the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture)
Participates in creating the people plan for an assigned client, organization, or time zone.Strategy Clarity & AlignmentTranslates business strategies into people and organizational priorities
Leads the discussion with the business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or time zone.Identifies gaps in the execution of business strategies and guides business leadership on clarifying and executing business strategies for an assigned client, organization, or time zone
Identifies needs for interventions to drive clarity and address gaps in strategy execution
Leads the implementation of interventions.Organizational DiagnosticsInterprets results of analyses provided by HR Business Insights on talent management processes (e.g., attrition, movement, polls, compensation patterns), talent needs, and risks
Identifies trends/themes, communicates findings with the business as well as the broader HR community, and provides recommendations to leadership about organizational strategies, goals, and actions
Uses knowledge of the business to frame data in a meaningful way when making recommendations
Translates data into action and leads the implementation of data-supported plans.Partners and consults with peer HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights) on leveraging the systems model, diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on data analyses
Assesses, interprets, and presents findings on organizational effectiveness, and designs and implements assessments or solutions for an organization.Change Design & OrchestrationIdentifies the needs for change and leads the implementation and adaptation to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization, client, or time zone
Contributes to developing change management and communication plans in collaboration with the Communications team and business leaders.Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers
Assesses risks and benefits to ensure project feasibility and collaborates with business leaders or HR partners to develop effective change-management strategies and training materials.Organizational DesignCollaborates with business leaders to interpret business needs and people priorities
Contributes to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for an assigned organization
Partners with business to monitor, execute, and continue to evolve and inform the design.Embody Microsoft’s culture and values Employment typeFull-TimeWork siteUp to 50% work from homeRole typePeople ManagerDisciplineHR Business PartnershipProfessionHuman Resources
The organization is responsible for E+D’s strategy, E+D’s data platform, product-led growth of M365 Copilot + M365 Core, and growth of Viva and its role driving Copilot customer transformation
We are looking for a passionate, high energy Human Resources (HR) Director to partner with business teams and leading HR Business partner team for this business
The client business team has multiples of thousands of employees, located across multiple countries. This HR Director manages a team to assess data and present insights and recommendations on leadership and team effectiveness, diversity and inclusion, and organizational health. In addition, this role has people management responsibilities including driving employee growth and development, executing projects, and managing performance.Microsoft’s mission is to empower every person and every organization on the planet to achieve more
As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals
Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.Required Qualifications:Bachelor's Degree in Business, Human Resources, or related field AND 12+ years experience in human resources or related processes (e.g., hiring, performance management)OR Master's Degree in Business, Human Resources, or related field AND 10+ years experience in human resources or related processes (e.g., hiring, training, performance management)OR equivalent experience.Additional or Preferred qualificationsBachelor's Degree in Business, Human Resources, or related field AND 15+ years experience in human resources or related processes (e.g., hiring, performance management)OR Master's Degree in Business, Human Resources, or related field AND 12+ years experience in human resources or related processes (e.g., hiring, training, performance management)OR equivalent experience.4+ years’ experience with partnering with a wide network of clients and across human resources to deliver effective business solutions.Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, CIPD).HR Business Partnership M6 - The typical base pay range for this role across the U.S
is USD $129,200 - $273,400 per year
There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $162,000 - $299,400 per year.Certain roles may be eligible for benefits and other compensation
Find additional benefits and pay information here: Microsoft will accept applications for the role until October 13, 2024.Microsoft is an equal opportunity employer
All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements
If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.Strategic Talent ManagementPartners with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client, organization, or time zone
Contributes to expanding the workforce diversity of the clients’ organization and building inclusive leadership practices
Partners with Global Talent Acquisition (GTA) to align on the Diversity and Inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization.Implements talent movement plans in partnership with Talent Management and Talent Development Management (TDM) by identifying potential successors using business insights and data
Drives operational processes and works with others (e.g., managers, Compensation and Benefits) to ready successors and place them in the new role.Identifies talent strengths and needs through ongoing assessment of business needs
Partners with Talent Management to translate business priorities into talent management outcomes
Design approaches to help business leaders make decisions to build, buy, or borrow talent and assess the impact of the decisions.Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets
Collaborates with Total Rewards to understand the market competitiveness of the client organization's compensation and makes recommendations to improve engagement and retention through fiscal levers.Participates in the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs
Leverages Talent, Learning, and Insights (TLI) solutions for culture, talent management, employee, leader and manager excellence, and learning and development
May work with Readiness on the onboarding, training and development of talent in the go to market space.Leadership& Team PerformanceAssesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance
Assembles and provides summary status updates and guidance for leadership
Conducts one-on-one effectiveness coaching with experienced leaders to improve leadership capability or the resolution of leadership gaps
Coaches managers and leaders to facilitate organizational change and model an inclusive environment.Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for a business group
Facilitates the leadership capability planning for an organization, client, or time zone
Executes strategies and action plans to transform leaders and teams to embody leadership principles.People ManagementManagers deliver success through empowerment and accountability by modeling, coaching, and caring
Model - Live our culture; Embody our values; Practice our leadership principles
Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn
Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.People PlanIdentifies gaps in current people plan, people programs, and tools to develop critical skills and maintain productivity
Leads the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture)
Participates in creating the people plan for an assigned client, organization, or time zone.Strategy Clarity & AlignmentTranslates business strategies into people and organizational priorities
Leads the discussion with the business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or time zone.Identifies gaps in the execution of business strategies and guides business leadership on clarifying and executing business strategies for an assigned client, organization, or time zone
Identifies needs for interventions to drive clarity and address gaps in strategy execution
Leads the implementation of interventions.Organizational DiagnosticsInterprets results of analyses provided by HR Business Insights on talent management processes (e.g., attrition, movement, polls, compensation patterns), talent needs, and risks
Identifies trends/themes, communicates findings with the business as well as the broader HR community, and provides recommendations to leadership about organizational strategies, goals, and actions
Uses knowledge of the business to frame data in a meaningful way when making recommendations
Translates data into action and leads the implementation of data-supported plans.Partners and consults with peer HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights) on leveraging the systems model, diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on data analyses
Assesses, interprets, and presents findings on organizational effectiveness, and designs and implements assessments or solutions for an organization.Change Design & OrchestrationIdentifies the needs for change and leads the implementation and adaptation to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization, client, or time zone
Contributes to developing change management and communication plans in collaboration with the Communications team and business leaders.Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers
Assesses risks and benefits to ensure project feasibility and collaborates with business leaders or HR partners to develop effective change-management strategies and training materials.Organizational DesignCollaborates with business leaders to interpret business needs and people priorities
Contributes to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for an assigned organization
Partners with business to monitor, execute, and continue to evolve and inform the design.Embody Microsoft’s culture and values Employment typeFull-TimeWork siteUp to 50% work from homeRole typePeople ManagerDisciplineHR Business PartnershipProfessionHuman Resources
