Senior Human Resources Business Partner

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Our mission at Microsoft’s is to “Empower every person and every organization on the planet to achieve more.” Building on this mission, our teams within Cloud + Artificial Intelligence (C+AI) Engineering deliver the technology that enables organizations around the world to innovate more deeply, engage with their customers more effectively, and reinvent business operations for increased employee productivity. The work we do in Cloud + AI benefits billions of people and millions of organizations.

Come join the Azure Edge + Platform (E+P) Human Resources (HR) Team! We are looking for a Senior Human Resources Business Partner seeking an opportunity to have global impact and drive substantive business value for a critical business. The Azure Edge + Platform organization delivers Edge solutions, Operating Systems, and Engineering Systems enabling and accelerating growth for Azure, Windows, Xbox and Microsoft’s customers worldwide. We are the platform team for the company, the foundation for Microsoft and Microsoft’s customers, and E+P is integral to Microsoft’s ability to win on cloud computing’s strategic battleground – the Edge.

You will turn ideas into reality and deliver substantive business impact. Strength in building trusted relationships with leaders, and the ability to leverage those relationships to diagnose and coach leaders on team, organization, and their own effectiveness is essential for this role. Experience in program and project management to ensure delivery of client-ready solutions, including initiatives geared at diversity & inclusion, leadership effectiveness, and manager capability and excellence is also critical for this position.

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. Within HR at Microsoft, our mission is to empower the people who empower the planet. You can help us achieve our mission.

Required/Minimum Qualifications

• Bachelor's Degree in Business, Human Resources, or related field AND 10+ 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 8+ years experience in human resources or related processes (e.g., hiring, training, performance management)
  • OR equivalent experience.

• Other Requirements
  This position requires verification of citizenship due to citizenship -based legal restrictions. Specifically, this position supports United States federal, state and/or local government agency customers and is subject to certain citizenship-based restrictions where required or permitted by applicable law. To meet this legal requirement, and as a condition of employment, the successful candidate's citizenship will be verified with a valid-passport.

Additional or Preferred 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.
• Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, CIPD).
• 4+ years experience with partnering with wide network of clients and across human resources to deliver effective business solutions.

HR Business Partnership IC5 - The typical base pay range for this role across the U.S. is USD $103,800 - $200,300 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 $133,700 - $219,200 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here: https://careers.microsoft.com/us/en/us-corporate-pay

Microsoft will accept applications for the role until December 20, 2024.

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 or organization.

Leadership & Team Performance - Assesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance. Assembles and provides summary status updates and guidance for senior level leadership. Conducts one-on-one effectiveness coaching with senior 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 leadership capability planning for an organization or client. Executes strategies and action plans to transform leaders and teams to embody leadership principles.

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, and 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.

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. Designs approaches to help business leaders make decisions to build, buy, or borrow talent and assess the impact of the decisions.

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.

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.

Partners with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client or organization. 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.

Other

• Embody our culture and values