Responsibilities

Key responsibilities for this role include coaching and consulting managers and employees through difficult workplace matters, providing consultation across various matters (career, performance, workplace behavior, policies), and partnering with HR Business Partners and CoEs to enable the strategic people priorities. The role will develop and implement data-driven solutions that shape projects and programs at scale and partner across a matrix of HR to streamline and define local policies / practices for effectiveness and greater employee & manager experience.

People Management

You deliver success through empowerment and accountability by modelling, coaching and caring.  Through your leadership you model our culture, embody our values and practice our leadership principles.  You coach the team and define objectives and outcomes, enabling success across organizational boundaries, whilst helping the team to adapt an learn. You demonstrate care by attracting and retaining great people, getting to know each individuals capabilities and aspirations, and invest strongly in the growth of others.

HR Solutions Consulting

• Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives, and holds their team accountable for doing the same; represents their focus area in the broader HR community; influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership.
• Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with HRBP and relevant CoEs; generates and/or presents trends and insights on organizational health solutions; recommends action plans to business leaders based on analytics and business/local needs.

Employee Relations

• Directs the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal profession as appropriate; recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment. Assists/Partners with Global Employee Relations or Office of Legal Compliance in investigations of serious cases and implements appropriate remediation.
• Interprets trends in employee relations issues; designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations.

Capability Building

• Identifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource partners in capability building conversations.
• Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication).
• Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer HR disciplines in developing and coordinating respective trainings as needed.

HR Project and Programs

• Partners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.
• Leads the design and implementation of local HR projects or programs; provides project guidance related to prioritization, timelines, budget, resourcing, and impact.
• Leverages, aligns, and integrates communication strategies and messages from the COEs; guides others in the implementation of communication messages; collaborates with HR partners to gain buy-in on programs and processes from business stakeholders.

Operational Compliance

• Interprets and advocates Microsoft values and compliance with HR policies. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.
• Leads the localization/update of policies and procedures related to managed or new projects and programs; establishes strong partnerships with peer HR disciplines (e.g., HR Shared Services Support).

Queue Management

• Manages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and managers; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.

Qualifications

Required/Minimum Qualifications

• Multiple years experience with Human Resources or Business programs/processes

• OR Bachelor’s Degree AND multiple years experience with Human Resources or Business programs/processes.

Additional or Preferred Qualifications

• Employee Relations / case management experience.
• People management experience.

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.