Microsoft Human Resources Consulting Director 

United States 

151488328

Required Qualifications:

• Bachelor’s Degree AND 9+ years experience with human resources or business programs/processes
• • OR Master's Degree AND 6+ years experience with human resources or business programs/processes
  • OR equivalent experience.
• 3+ years of people management experience

Preferred Qualifications:

• 5+ years Employee Relations experience.
• Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:

Microsoft will accept applications for the role until February 13, 2025.

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.

HR Solutions Consulting

• Holds their team accountable in providing consulting services to business leaders on Human Resource (HR) programs, processes, and initiatives; identifies or anticipates needs to improve the managed processes based on analysis; supports peer Human Resource (HR) leaders to implement large-scale programs and drive consistency in program delivery within a business, region, or geography; leads the collaboration and partnership within the HR community.
• Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); 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

• Resolves escalated issues with the highest complexity, visibility, and risk. Addresses misconducts and other serious employee behaviors in partnership with leadership, peers in Human Resources, and Legal profession; establishes and manages the internal escalation process and ensures all escalations are addressed within agreed timelines. Provides reporting to external agencies as required; establishes a partnership model to address employee relations issues and provides consultation globally.
• Directs the analysis on employee relations issues; leads solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for a business, region, or geography; guides their team to serve as an objective employee resource and escalation path; may serve as a representative of Microsoft at industry forums, meetings, or events to present and share insights and influence policies.

Capability Building

• Identifies the appropriate approach and leverages resources to enhance manager capability; guides their team to provide one-on-one consulting/coaching with executive business leaders, or by engaging relevant stakeholders and Human Resource (HR) 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).

HR Project and Programs

• Leads their team to partner with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by aligning talent plans with business strategic goals.
• Guides and oversees the identification of needs to design and implement local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) in partnership with business leaders and Human Resource (HR) partners; oversees project planning and execution.
• Gathers and interprets industry trends about Human Resources programs and processes and identifies execution or communication gaps within a business, region, or geography; develops and proposes action plans to address the gaps in collaboration with peer disciplines (e.g., Human Resources Business Partnership) and business leaders.

Operational Compliance

• Interprets and advocates Microsoft values and compliance with Human Resources policies for a business, region, or geography; identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; leads their team in the collaboration with peers in other businesses, regions, or geographies; provides guidance to create standardized/scalable approach for enhancing compliance.
• Identifies the strategy for the localization/update of policies and procedures related to managed projects and programs; gains approval from business leadership in partnerships with Human Resources policy owners and Human Resources Business Partnership (HRBP).