Microsoft HR Generalist 

Taiwan, Taoyuan City 

333928579

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.