Microsoft Talent Acquisition Director Engineering Security 

United States, Washington 

406334491

for ourAcquisition people

Required Qualifications

• Bachelor's Degree AND 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.
• 5+ years formal leadership/managerial experience managing recruiting managers/teams.

Preferred Qualifications

• Bachelor's Degree AND 15+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR Master's Degree AND 12+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR equivalent experience.

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 July 19, 2024.

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.

Stakeholder/Client Engagement

• Consults closely with the leaders and stakeholders outside of Global Talent Acquisition (GTA) and synthesizes business strategy and priorities to the rest of GTA organization and beyond. Applies broad knowledge of the strategic direction across Microsoft businesses to develop and advise business groups on long-term, cross-company recruiting strategies focused on critical talent needs. Partners with stakeholders to identify future talent needs and priorities and consult on Talent Acquisition matters. Influences HR and Finance to align on workforce planning initiatives that enable the optimization of demand and priorities for GTA to deliver against.
• Applies deep specialized knowledge of factors impacting current and future business state and talent needs, recognizes how factors interact with other business areas, and uses this knowledge to develop and implement long-term strategies and guide the development of hiring plans aligned to business needs and company-wide Talent Acquisition objectives. Works with team managers to allocate resources and strategically design proactive team engagement and delivery motions for the hiring plans, in alignment with forecast. Engages with high-level stakeholders and partners to develop and consult on hiring plans.
• Partners across business areas, organizations, and global regions to uncover patterns of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that are not typically considered. Meets differentiated talent needs and develops plans to promote and influence the company-wide adoption of differentiated talent. Understands the alternative talent pools available and leveraged by the team and continues to influence leaders and stakeholders and create buy-in with the business to support the team.

Data Analysis & Hiring Plans

• Proactively engages the business to share data analytics and insights to influence for improved hiring outcomes or optimization. Leads conversations with leaders across the company to address broad hiring issues, trends, and market insights. Works with technical and executive-level business leaders and draws on multiple sources, such as Competitive Intelligence or People Review, to provide perspective and makes decisions on critical company talent gaps for a business group or area’s long-term needs (beyond 12 months).

Candidate Attraction

• Ensures team is working with client leaders to develop a compelling, consistent message on the Microsoft story and the opportunity it represents to prospective talent. Secures additional funding if required for enhanced and/or centralized advertising storytelling and messaging.
• Guides/coaches others across the discipline in sourcing, recruiting, and/or closing hires by conveying compelling Microsoft value propositions. Highlights and/or leverages best practices in use to drive improved outcomes and create recognition for the team.
• Coaches the business to leverage the message of the Microsoft story and the opportunity it represents during the hiring process. Uses their understanding of the business and market to influence how the business thinks about their hiring strategy to further create unique opportunities.

Candidate Experience

• Ensures team is enhancing the candidate experience at all stages of the process by proactively identifying company-wide trends that may impact groups of candidates and partnering with hiring managers/business leaders across regions/organizations to develop appropriate acquisition or mitigation strategies. Creates the expectation of a positive candidate experience and is accountable for the candidate experience driven through their team. Works with team managers to interpret candidate experience reports in the organization, identifying trends and opportunities for improvement or optimization. Drives activity aligned to candidate experience strategy.

Talent Sourcing

• Structures talent sourcing framework. Creates and drives multi-year sourcing strategies for a division, set of countries, or subsidiaries in alignment with business hiring goals and objectives. Translates the work of the team to consult and advise business group or area and create buy-in.
• Collaborates with internal and external networks to improve the diversity and differentiation of the talent pool across the industry, business group, or area. Consults with Global Talent Acquisition (GTA) teams and the business to consume developed pipeline strategy. Identifies areas of strength and opportunities to help accelerate consumption of talent.

Candidate Assessment & Screening

• Accountable for systemic talent issues and resolution and partners with talent leadership groups to ensure the right frameworks are available and being leveraged consistently. Drives the identification of opportunities for improvement or optimization with the organization and leads their team to create new or changes to existing assessment materials. Influences for inclusive hiring capabilities and ensures business adheres to a fair and equitable process.
• Leads larger team to identify systemic talent issues and partners with talent leadership groups to ensure the right screening tools are being used and relevant factors are being considered. Leads initial screening/assessment improvement or optimization efforts.

Operational Compliance & Excellence

• Empowers and drives accountability with team members to incorporate requirements (business system or regulatory) into policy, process, or system changes and optimizations. Empowers and drives accountability with team members to drive implementation across all staffing organizations and ensures that standard procedures are being followed throughout the company. Monitors team metrics, amplifying progress and implementing mitigation solutions as appropriate.
• Holds the organization accountable for maintaining current documentation/information on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Drives team to capture relevant data in recruiting platform and monitors and oversees quality of data capture. Monitors team metrics, amplifying progress and implementing mitigation solutions as appropriate.

Specialty Responsibilities

• Is accountable for best practice interview and closing process for critical, complex, or high level candidate searches, and ensures candidate needs (e.g., onboarding, relocation, Visas, critical dependencies) are met. Engages with business leaders to ensure best practice negotiating strategies to drive solutions that balance the client's short- and long-term talent needs are met. Identifies and supports the resolution of challenges related to bias in the interview and closing process and ensures the right discussions are being had around this (e.g., calling out, educating, providing alternatives), and serves as an escalation point.
• Works with key partners (e.g., HR, Talent Management, Business) to forecast talent gaps, defines strategic staffing direction, and develops a plan that meets future talent needs. Works across business areas, organizations, and global regions to implement plans and ensure proactive consultation of future talent needs.
• Works with key partners (HR, Talent Management, Business) to assess and define talent/diversity gaps and hiring needs (e.g., skills, volume of hires) across divisions, regions, or subsidiaries. Presents this information to executive leaders and recommends and drives hiring strategy and talent acquisition initiatives to meet needs.
• Leads team to use deeply technical methods to conduct market analysis and channel insights and works across borders and teams to collate the best methods and use-case scenarios. Defines broad sourcing strategy using market and channel insights, aligns with overall organizational objectives, and influences executive leadership to embrace strategy.

Other

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