Hr Generalist jobs at Microsoft in Taiwan, Taoyuan City

This roleand site-wide initiatives. This positionwill alsolead andengineering interests and influencing global HR decisions and practices.

Required Qualifications

• Bachelor's Degree in Human Resources, Business, or related field AND9+ years work experience in HR Business Partnership, HR Process or in other related HR role (e.g., change management, talent management, org design, leadership effectiveness).
  • OR equivalent experience.
• 5+ years experience in People Management.

Preferred Qualifications

• or relatedfield and/orHumanResources Professional Certification (e.g., PHR, SPHR, SHRM).
• 20+ years experience with partnering with wide network of clients and across Human Resources to deliver effective business solutions, andideally with10+ years experience in People Management.
• Skilledinproblem-solving, leveraging data,andinnavigatingambiguityandhighly-matrixed organisationstructures.
• Strong consulting, storytellingskillsand executive presence, with the ability to influence and communicate effectively across levels.

• Leadershipand People Strategy:Drives strategic business clarity and execution by guiding teams in developing effective HR interventions, assessing strategy effectiveness, and providing executive coaching to enhance leadership capability. The role collaborate across functions to align organisational and people strategies with business objectives, supporting transformational change and fostering an inclusive, high-performing culture.

• Organizational System:

• Leadership Effectiveness:Provides oversight and insight for the top Microsoft leaders by connecting leadership effectiveness plans with the broader Microsoft ecosystem and providing executing coaching. Consults leadership on improving the clarity of business strategies and addressing gaps in execution.

• People Management:Delivers success through empowerment and accountability by modeling, coaching, and caring. Model: Live our culture. Embody our values. Practice our leadership principles. Coach: Define teamobjectivesand outcomes. Enable success across boundaries. Help the team adapt and learn. Care: Attract andretaingreat people. Knowteam’scapabilities and aspirations to constructively invest in their growth.

A large part of this role is to provide the required adminstrative to support to the Denmark country HR Manager but as part of the Nordic HR Generalist team, you are also expected to work proactively to identify and implement ways in which we can improve and scale our HR resources across the Nordic region.

• Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND multiple years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies
  • OR equivalent experience.
• This role requires proficiency in written, reading, and conversational German.

HR Community Leadership

• Begins to partner with and build relationships with leadership teams to enable a One Microsoft approach. Assists with the creation of clarity and intentionality for consistency/differences across the relevant People Priorities by business, area, or country, creating synergies, and avoiding duplication of work. In collaboration with team members, partners across the Human Resources (HR) model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting). Driving operational excellence in partnership with HR Business Partners/HR Directors and Centers of Excellence (COEs). Supports the businesses/teams including budget management for the HR team.

HR Governance

• the

Statutory Accountability

• Gains knowledge of laws, regulations, standards, and emerging trends that may affect Human Resources policies (HR) and execution of these (e.g., legal signatories, court representation, health and safety, benefits, local documentation requirements, General Data Protection Regulation [GDPR], legal localization). Assists with the translation of what requirements mean for the employer and offers correct solutions to adapt and localize policies. Collaborates with the team to follow compliance with applicable labor laws and regulatory environment. Assists team to resolve HR issues involving legal and financial risk to the organization, in service to the Microsoft brand, values, and image.

Employee Experience/Engagement

• the

Projects, Programs, and Initiatives

• Participates in projects, programs, and initiatives in collaboration with the wider One HR model. Executes project plans as needed. Identifies, responds, and takes action to meet emerging requirements.

We are seeking a strategic and experienced HR Business Partner to join our India and South Asia HR team, supporting the India Development Center. Microsoft is at an exciting time in its journey as it leads the AI Transformation. This role focuses on partnering with business leaders during this change to influence organizational effectiveness by providing insights, data and coaching, helping them drive a culture centered on performance and inclusivity.

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 Human Resources, Business, or related fieldAND7+yearswork experiencein HR Business Partnership or inotherrelated HR role.
  • OR equivalent experience.
• Deepexpertisein HR domains such as Talent Management, Leadership & Team Effectiveness, Org Design, etc.
• Strong skills in business acumen, data analysis, strategic consulting, and engagement with senior leaders/ stakeholders.

Preferred Qualifications

• Master's Degree in Human Resources(HR), Business,Psychologyor related field.
• Ideally with 10+ years of HRBP experience in delivering effective HR strategies and solutions to enable business growth/priorities.
• Preferably with exposure toTechnologysector and/or familiarity navigating highly-matrixorganisationswith a dynamic fast-paced environment.

Strategic Talent Planning

• peopleagenda and build the organization to deliver business results and increase impact. Translate business strategies into people and organizational priorities andhelpto drive strategy clarity and alignment.
• Execute holisticpeopleplans—including leadership, culture, and inclusion—byidentifyinggaps and tailoring solutions to meet business needs. Partner with COEs to translate business priorities into outcomes and guide decisions on talent strategy.

Leadership

• Analyse data to provide insights on leadership and team performance. Design interventions to drive leadership team performance.
• Coach leaders andusediagnostic insights to recommend organizational effectiveness solutions, and design and implement them.

• Lead succession planning byidentifyingpotential successors, assessing readiness, and partnering with HR and Talent Managers to close development gaps. Create skilling plans and readiness strategies to prepare talent for key roles, while evaluating risks such as role availability.
• Drive strategic talent planning by aligning current and future business needs with talent development. Collaborate with business leaders and HR to grow the talent pool using resources like coaching, mentoring, and learningprograms.
• Develop and implement talent programs by analyzing business andpeopleneeds, ensuring alignment withorganizationalgoals and sustainable growth.

Org Diagnostic, Systemsand Change Management

• dentifyareas in need of change andleadthe implementation of new structures and programs/processes.
• Evaluate internal and external business drivers and environmental factors to encourage employees to adoptnew changes.
• Act as a liaison between business units and the Center ofExcellencebe it GTA, GETA, TM, C&Band other extended teams to achieve talent, organization, and businessobjectives.
• Drivestrong partnership with HRBPs inHead Officefor your respective Product groups, align onpeoplepriorities andbuild advocacytoinfluence people outcomes.

As a HR Generalist you will primarily work for the Denmark entity but support the wider HR Generalist needs of the Europe North HR Organisation.

• Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND many years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies
  • OR equivalent experience.
• Demonstratable expert knowledge of Danish Union negotiations, operating in an international or matrixed environment
• Professional or native oral and written communication in Danish and English

• Maintain and update HR policies and practices to ensure compliance with Danish labor law and other relevant regulations.
• Partner with the wider HR Ecosystem to ensure Denmark compliance and employee experience delivery.
• Support various projects and initiatives, such as onboarding changes, M&A activity,policy & process related changes.
• Facilitate HR governance processes and maintain accurate HR information across the organization (e.g. immigration, mobility, offer governance).
• Work collaborativelyand pro-activelywith the business, local employee representative groups and committees to support statutory and compliance requirementscreating trusted working relationships.
• Represent Denmark as part of the wider EMEA ONEHR teamidentifying needs, developing plans, andimplementing
• Represent HR in compliance and governance committees and collaborate with stakeholders including Finance, Payroll, Procurement, and Legal.
• Delivering data driven business insights on HR related projects to business leaders, as and when required, creating efficient and automated reports to guide policy.
• Be the main contact forcrisis management and business continuity planning, such as emergency response, disaster recovery, and employee well-being programs.
• Develop and manage employee engagement programs and activities, including resource groups and well-being initiatives.
• Act as a coach to managers who need leadership guidance and accountability to maintain a high performance culture.

Supports employees and managers by responding to inquiries and performing transactions. Supports testing to ensure updates and changes are successfully implemented. Contributes to the creation of training materials on how to use Human Resources shared services, platforms, and tools for employees and managers. Participates in the implementation of new policies or processes by sharing input and/or suggestions based on employee feedback. Reviews own performance metrics target and identifies opportunities for improvement. Inputs employee data into Human Resources Information (HRIS) database and/or documents activities as requested. Protects data privacy and adheres to confidentiality requirements. Uploads employee records into the Record Centre when performing data transactions. Documents and updates processes, desk-top procedures, and knowledge-based content as requested. Works with and coordinate with vendors to ensure processes are correctly followed.

This role requires proficiency in written, reading and conversational English and French, as you will be working on Benefits & Leave Administration (e.g. car allowance, pension, time-off, time away) for the French Market.

Required qualifications:

• Bachelor's Degree in Human Resources (HR), Business, or related field AND/ OR 0-2 years work experience in HR operations, HR, or related field OR equivalent experience.

Preferred Qualifications

• Proficiency in written, reading and conversational English, French and German
• Specialization in HR law, labor relations, or organizational psychology
• Experience in multi-country or regional HR operations
• Exposure to vendor management and escalations

To thrive in this role, you’ll need:

• Deep experience in strategic HR partnership
• The ability to think big, act boldly, and connect HR with business outcomes
• A collaborative mindset to influence and align across diverse stakeholders

• Bachelor's Degree in Human Resources, Business, or related fieldAND7+yearswork experience in HR Business Partnership or in other related HR role.
  • OR equivalent experience.
• Prior exposure in covering multi-countries portfolio with large-scale MNCs (tech industry experience is a plus).
• Strongskills inbusiness acumen,data analysis, strategic consulting, andengagement withseniorleaders/stakeholder

Preferred Qualifications

• Ideally with 10+yearsof HRBPexperiencein deliveringeffectiveHR strategiesand solutionstoenablebusiness growth/priorities.
• Deepexpertisein HR domains such asTalent Management,Leadership& Team Effectiveness,Org Design,

Leadership

• Drives clarity and strategy execution by identifying gaps and partnering with experts to assess business models and organisational structures. Guides leaders in aligning strategies with business outcomes across clients, teams, or regions.
• Analyses data to provide insights on leadership and team performance. Coaches senior leaders to foster change and inclusivity, and facilitates planning discussions. Delivers updates and guidance to executive leadership.
• Translates strategy into people and organisational priorities, collaborating with HR and business leaders to align vision and execution.
• Identifies change needs and develops interventions to enhance leadership and team effectiveness. Influences investment in change management and leads capability planning.
• Evaluates internal and external drivers to support change adoption. Engages early in strategy development to assess feasibility and co-create change strategies and training.

Organizational System

• Partners with HR and business teams to diagnose talent structures, interpret data, and build actionable recommendations. Designs and implements assessments to improve organisational effectiveness using insights from employee listening systems.
• Leads structural change initiatives, including reorganisations and clarifying roles and decision rights. Develops change management and communication plans in collaboration with business and communications teams.
• Analyses organisational culture through listening systems, identifying strengths and areas for improvement. Drives cultural change initiatives aligned with strategy, integrating them into HR processes like Talent Planning and Leadership Development.
• Collaborates with leaders to define people priorities and shape holistic people plans covering talent, structure, culture, and processes. Executes communication strategies and evolves plans based on business feedback.
• Interprets key people data (e.g., attrition, movement, compensation) to identify talent risks and trends. Frames insights in business context and leads implementation of data-driven strategies.

Talent

• Leads succession planning by identifying potential successors, assessing readiness, and partnering with HR and Talent Managers to close development gaps. Creates skilling plans and readiness strategies to prepare talent for key roles, while evaluating risks such as role availability.
• Drives strategic talent planning by aligning current and future business needs with talent development. Collaborates with business leaders and HR to grow the talent pool using resources like coaching, mentoring, and learning programmes.
• Executes holistic people plans—including leadership, culture, and inclusion—by identifying gaps and tailoring solutions to meet business needs. Partners with Talent Management to translate business priorities into talent outcomes and guide decisions on internal development versus external hiring.
• Develops and implements talent programmes by analysing business and people needs, ensuring alignment with organisational goals and sustainable growth.

Required/Minimum Qualifications

• Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND 5+ years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies
  • OR equivalent experience.

Additional or Preferred Qualifications

• Master's Degree in Human Resources (HR), Legal, Business, Psychology, or related field.

HR Community Responsibility

• Partners with HR Lead(s) and builds relationships to enable a One Microsoft approach
• Creates clarity and intentionality for consistency/differences across the relevant People Priorities by business, area, or countries, creating synergies, and avoiding duplication of work.
• Partners across the Human Resources (HR) model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting).
• Participates in leadership team's human resources governance inclusive of HR Business Partners/HR Directors and Centers of Excellence (COEs) as needed
• Supports the businesses/teams including budget management for the CE HR team all up
• Embodies leadership, customer-first culture, and mindset.

HR Governance

• Co-facilitates geography/client governance committee (e.g., establishes and supports governance and policies for a geography or area/client).
• Ensures Human Resources (HR) are aligned across stakeholder businesses the within area.
• Ensures HR information across the organization is accurate and up to date (e.g., immigration, mobility, offer governance).
• Perform local HR Ops work (processes, programs & relevant queries) that the Delivery Center is not able to do (e.g., in-person needs, local complexity,..).
• Promotes compliance with Microsoft practices around HR activities.
• Contributes to corporate opportunities for improving HR processes. Contracts with various stakeholders to ensure the work lands (e.g., Finance, Payroll, Procurement, Corporate, External, and Legal Affairs [CELA]).

Statutory Accountability

• Connect the dots in the HR Operating model for what regards the statutory, legal, compliance and local benefit governance. Leading projects, anticipate/promptly identify local HR processes issues through relevant monitoring and controlling and contribute to the resolution. ​
• Ensures compliance with applicable labor laws and regulatory environment (e.g., HR suppliers). Provides information on questions from leadership.
• Supports HR Lead in HR issues involving legal and financial risk to the organization

Employee Experience/Engagement

• Acts as employee advocate by looking beyond process implementation into the lived experiences of new hires, employees, managers, and leaders with a medium degree of supervision.
• Collaborates with internal communications to ensure alignment on messages.
• Develops strategies to improve engagement. Helps design and manage programs and activities aimed at creating a positive workplace environment (e.g., employee resource groups [ERGs]).
• Contributes to optimal investments in employee experiences while contributing to the end-to-end employee experience for business impact
• Promotes fair and inclusive employee experiences for all (e.g., local policy, training, perks).

Projects, Programs, and Initiatives

• Collaborates with peers to execute or lead projects, programs, and initiatives with a medium degree of supervision.
• Contribute to Area HR Projects (CE all up) which drive consistency in our ways of working, create clarity, drive for efficiencies, increase collaboration.​

External Impact

• Engages with local communities while fostering a culture with stakeholders such as professional networks, schools, community-based organizations, etc.

Crisis Management Team (CMT) and Disaster Recovery

• If required supports the HR lead and leadership team in the crisis management meetings – which may include emergency responses, disaster recovery, risk management, communications, and business continuity.
• Provides assistance to employees by activating the company’s Employee Assistance Programs (EAPs) and employee well-being programs, during and after a crisis.