Microsoft Senior Human Resources Manager Data Center Operations 

United States, Virginia 

389938466

365 daysa yearThe Senior HR Manager will be fully dedicated toBoydton’s datacenter operations leadership,work directly on-site.

. You are

Required/Minimum Qualifications

• Bachelor's Degree in Human Resources(HR), Legal, Business, Psychology, or related field AND 7+years experiencewith HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies

• OR equivalent experience.

or Preferred Qualifications

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

• Human Resources Professional Certification (e.g., PHR, SPHR, SHRM).

• 5+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions

• Experience working in a production, mission-critical 24/7 environment (such as manufacturing, warehouse, retail, military, physical operations in an IT and/or critical environment infrastructure)

• General knowledge of employment and labor laws in the US

• Demonstrated ability to build andmaintainrelationships with employees at all levels of the organization

• Experience with facilitating and supporting change management initiatives

• Effective communication and interpersonal skills

• Ability to handle sensitive information confidentially

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 September 24, 2024.

Employee Experience / Engagement

• Through in-person relationship-building and observation (“connecting with employees”), develop clear perspective on local employee and manager experiences, areas of risk, and culture of the local area to provide necessary context and guidance to datacenter (DC) leadership and broader HR team

• Create and execute people strategies and programs that create a positive work environment, improve employee engagement, etc.

• leveragingMicrosoft’s HR operating model

• Act as employee advocate by looking beyond process implementation into the lived experiences of employees, managers, and leaders

• in accordance withMicrosoft policy and process

• Be present onsite during some evenings and weekends to connect with employees and managers on evening/night shifts.

• Partner across the HR model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting,trackingand reporting).

HR Community Leadership

• Have a regular seat at datacenter leadership and team meetings to partner and provide HR perspective on site strategy, goals, and challenges.

• Partner with the Des Moines metro leadership and HR Business Partner team to develop the broader team’s skills and capabilities, by providing training, coaching, feedback, etc.

• Compile, share and leverage insights (anecdotal, case insights, other listening systems) with leadership and partners to propose and develop needed solutions and risk assessment plans.

• managers and leaders through organizational change and recommends inclusive leadership practices.

Projects, Programs, & Initiatives

• Design and implement specific manager capability building efforts at the site attune with the different professions, shifts, and needs. Leverage and build upon existing broader manager capability resources and efforts.

• opportunities andengages

• site, andcollaborate with the recruiters and broader HR team.

• Partner with CO+I HR Business Partners with various HR projects and initiatives.

Crisis Management Team (CMT) and Disaster Recovery

• Partners with the leadership team to design and orchestrate crisis management strategy, including emergency responses, disaster recovery, risk management, communications, and business continuity

• assistance

Operational Compliance

• Maintain contemporary knowledge of laws, regulations, standards, emerging trends that may affect Human Resources (HR) policies and execution of these (e.g., legal signatories, court representation, health and safety, benefits, local documentation requirements).

• Ensure compliance with applicable labor laws and regulatory environment.Provides information on questions from leadership.

• initiate

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