The Senior Director will work with the HR Leadership Team and is responsible for bringing the full capability of Microsoft to bear in achieving organization excellence, talent strategy, and leadership capability. As the Senior HRD, you will both partner with leaders/leadership teams and lead an HR team who also partners with various leaders in HR. As an HR team, you will have the opportunity to further advance the success of a very dynamic and strategic organization. This role will require strong collaboration, management, and influencing skills. In short, you will love this role if you’re looking for a challenge and to develop skills and experiences that will accelerate your leadership capability.
Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission. The Corporate Functions HR team partners with the organizations that support Microsoft in achieving its mission.
Responsibilities
People Management
- Managers 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.
Organizational Design
- In partnership with HR leaders and/or business leaders, leads the holistic organizational planning (i.e., talent, structure, culture, process) based on business needs. Ensures the alignment of organizational design with business goals and leverages existing plans and tools.
Organizational Diagnostics
- Leverages and adapts system models, uses diagnostics and data to analyze organizational problems, and leads improvements in talent pyramid, talent management processes/programs, employee satisfaction/engagement, and organizational effectiveness of the client organization. Partners with leaders in business and HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights), and in-house consulting resources to address issues and gaps, and design and implement solutions that ensure organizational effectiveness and health within and beyond own organization.
Change Design & Orchestration
- Defines the direction and scope of change and leads changes to new or existing programs or processes for a client, organization, or time zone. Instills advanced, large-scale, and/or complex change management plans in structure (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement). Fosters change with business leaders and related disciplines, and facilitates change implementation throughout the organization to make the most of organizational assets and strategic decisions.
People Plan
- Collaborates with business leaders to identify business priorities. Leverages the all-up HR People Plan to build consistency across the company. Ensures the alignment of the people plan, people programs, and tools with business strategic goals. Acts as an HR expert across the company and/or the industry to advise on the development and implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture).
Strategic Talent Management
- Identifies and predicts current and future talent needs. Influences the design and implementation of strategic talent management solutions (e.g., planning, movement, development) in partnership with Talent Management and business leadership. Applies knowledge of the future direction of the organization to guide talent assessment and make decisions on talent needs and solutions (e.g., whether to build, buy, or borrow talent). Partners across organizations to share and understand how talent within own organization relates to and impacts the broader talent landscape.
- Develops strategic talent plans and ensure the alignment with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets. Leverages Total Rewards to analyze the market competitiveness of the client organization's compensation and identifies strategies to harness the appropriate fiscal levers for driving engagement and retention.
- Partners with the Talent Management and Talent Development Management (TDM) to design talent movement plans for critical roles based on talent capability gaps/needs. Drives the identification of potential successors using deep business or industry insights and data, and ensures opportunities are provided (e.g., developmental plans, growth experiences) to ready successors. Establishes talent pipeline to accommodate future talent needs.
- Leads the partnership with Diversity and Inclusion to develop Diversity and Inclusion plans for a business and drive 'vital few' programmatic efforts. Ensures the integration of local and business perspectives into the Diversity and Inclusion plan to increase workforce diversity and inclusion. Partners with Global Talent Acquisition (GTA) to ensure alignment on the Diversity and Inclusion and strategic talent plans, to define a recruiting culture, and to reinforce leader cultivation of external talent and to build high quality slates.
Leadership & Team Performance
- Designs and manages implementation of interventions that improve leadership and team performance to achieve strategic objectives across business groups. Drives and collaborates with a variety of functions on leadership capability, and supports effective leadership team and/or other decision making bodies on critical issues. Identifies strategies and action plans to transform leaders and teams to embody leadership principles.
Strategy Clarity & Alignment
- Consults business executive teams in creating and translating business strategies to improve business results for an organization. Provides strategy analysis to understand the implications of strategic choices within and across organizations. Leads their team to develop, apply, and align people and organizational priorities with organization vision and execution. Ensures that the people strategies and organizational strategies are effective to achieve desired business outcomes.
Other
Qualifications
Required/Minimum Qualifications
- 10+ years work experience with Human Resources or related processes (e.g., hiring, training, performance management)
- OR Bachelor's Degree in Human Resources, Business, or related field AND 9+ years work experience with Human Resources or related processes (e.g., hiring, training, performance management).
Additional or Preferred Qualifications
- Master's Degree in Human Resources, Business, or related field.
- Human Resources Professional Certification (e.g., PHR, SPHR, SHRM).
- 5+ years experience with partnering with wide network of clients and across Human Resources to deliver effective business solutions.
- 5+ years experience in People Management.
The salary for this role in the state of Colorado is between $161,800 and $237,134.
At Microsoft, certain roles are eligible for additional rewards, including annual bonus and stock. These awards are allocated based on individual performance. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role.
Benefits/perks listed here may vary depending on the nature of your employment with Microsoft and the country where you work.US-based employees gain access to healthcare benefits, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and fitness benefits, among others.
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.
