Are you passionate about empowering people and organizations to achieve more? Do you want to join a company that is committed to its culture, diversity, and social responsibility? If so, you might be the ideal candidate for the HR Business Partner role at Microsoft.
Microsoft is a global leader in technology and innovation, with a mission to empower every person and every organization on the planet to achieve more. Our vision is to help people and businesses throughout the world realize their full potential. We are driven by our values of growth mindset, customer obsession, diversity and inclusion, and one Microsoft
As an HR Business Partner, you will be responsible for developing and implementing HR strategies and initiatives that align with the business objectives of your assigned business unit. You will work closely with senior leaders and managers to provide HR advice, coaching, and solutions on various people matters, such as talent management, performance management, organizational design and develoment, compensation and benefits, employee engagement, learning and development, change management, and employee relations.
Microsoft is a global leader in technology and innovation, with a mission to empower every person and every organization on the planet to achieve more. Our vision is to help people and businesses throughout the world realize their full potential. We are driven by our values of growth mindset, customer obsession, diversity and inclusion, and one Microsoft
Qualifications
Required/Minimum Qualifications
- Work experience with Human Resources processes or related (e.g., hiring, training, performance management)
o OR Bachelor's Degree in Human Resources, Business, or related field AND work experience with Human Resources or related processes (e.g., hiring, training, performance management).
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. 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.
Responsibilities
Organizational Design
- Collaborates 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.
Organizational Diagnostics
- 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.
- Interprets 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 senior 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.
Change Design & Orchestration
- Identifies the needs for change and leads the implementation and adaption 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.
People Plan
- Identifies 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.
Strategic Talent Management
- 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 impact of the decisions.