Microsoft Director Culture & Inclusion 

Taiwan, Taoyuan City 

520729436

This role will be located in our Redmond, WA office.

Required/Minimum Qualifications

• Bachelor's Degree in Human Resources, Business, or related field AND 8+ years experience in Human Resources or Business
• OR Master's Degree in Human Resources, Business, or related field AND 6+ years experience in Human Resources or Business
• OR equivalent experience.
• 3+ years direct or indirect people management experience.
• 5+ years of proven experience engaging with leaders and executive teams to influence culture, talent, and inclusion outcomes.
• 5+ years of experience in embedding inclusion and cultural change into systems, processes, and decision-making at scale.

Additional or Preferred Qualifications

• Interpreting data and employee sentiment to inform action.
• Working in large, matrixed global environments
• Familiarity with agile principles, change management models, and systemic thinking frameworks
• Business Acumen
• Critical Systems thinking: the ability to understand, develop, and influence processes and models to achieve desired outcomes

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

• Act as the strategic connector between enterprise priorities and business or regional realities, interpreting Microsoft’s culture and inclusion strategy, guiding implementation, and adapting for relevance and impact.
• Embed inclusion and culture into business rhythms and people plans by participating in talent planning, leadership reviews, and key operational moments, ensuring integration into people and performance systems.
• Consult on complex or emerging challenges related to workforce diversity, cultural dynamics, or employee experience, serving as a trusted advisor and escalation point.
• Identify systemic barriers and work cross-functionally to design or localize practical, scalable solutions that unlock progress across teams and geographies.
• Deliver targeted coaching and advisory support to HR and senior leaders to build capability, drive behavior change, and embed inclusive leadership practices.
• Monitor progress and readiness through data, employee sentiment, and business insights, surfacing risks, opportunities, and measurable outcomes.
• Collaborate across the enterprise , including with Employee Resource Groups (ERGs), the Systemic Change & Solutions team, and other Culture & Inclusion teammates, to ensure alignment, amplify impact, and accelerate learning.
• Embody our