Microsoft Labor Relations Program Manager 

United States 

654684171

The role of aLabor Relations Program Manager

This role requires a strategic thinker who can navigate the complexities of rapidly changing labor relations enviornment in the gaming industry.

Required/Minimum Qualifications

• Bachelor's Degree in Management, Business Administration, Organizational Behavior, HR, Industrial Relations, Psychology, or related field AND 5+ years experience in experience in HR, mediation, investigation, or ER-related roles
  • OR Juris Doctorate or Master's Degree in Industrial-Organizational Psychology, Human Resources (HR), Business Administration, Organizational Leadership, Industrial Relations, Law, or related field AND 3+ years experience in HR, mediation, investigation, or employee relations (ER)-related roles
  • OR equivalent experience.

Additional or Preferred Qualifications

• Bachelor's Degree in Management, Business Administration, Organizational Behavior, HR, Industrial Relations, Psychology, or related field AND 8+ years experience in experience in HR, mediation, investigation, or ER-related roles
  • OR Juris Doctorate or Master's Degree in Industrial-Organizational Psychology, Human Resources (HR), Business Administration, Organizational Leadership, Industrial Relations, Law, or related field AND 6+ years experience in HR, mediation, investigation, or employee relations (ER)-related roles
  • OR equivalent experience.
• 1+ year(s) experience handling internal employee investigations and managing employee conflict.
• Society for Human Resource Management Certified Professional (SHRM-CP) or Human Resource Certification Institute (HRCI) Professional in human resources (PHR) certification or equivalent.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay informationMicrosoft will accept applications for the role until August 2, 2024.

• Research and Analysis:Performs program landscape research and analysis, forecasting, and examines labor trends (e.g.,internaland external) toidentifyemerging issues.Understands overall business goals, objectives, andlaborstrategies, as well as short- and long-termteampriorities.
• Program Development:Identifiesand scopes opportunities to developnew programsand improve current ones.Identifiesand provides solutions to root problems (e.g., root-cause analysis), defines the program strategy, gathers program requirements,identifiesresource needs, creates the project plan and targets, and works across teams to align on the plan of record.
• Communications Management:Defines andexecutes onlanding and communication plans, such as the target audience(s) and communication strategy. Leads the rhythm of business (ROB) during plan execution to ensure participants and stakeholders are communicating and responding according to the necessary cadence.
• Training:Assistwith development of training programs, includingscheduling, developing needs requirements,creating surveys andevaluationcriteria,collectingand assessingevaluation metrics and make recommendations for improvementsbased on collected data.
• Reporting:Monitorand analyzeinternal and externallabor trends,includinganalysis of issues related tocollective bargaining agreements,providing regular reports toGaming Human Resources (HR) leadershipto inform strategic decision-making.
• Grievance Processing:Assistin the resolution of employee grievances by working closely withhuman resources, the business, andthe labor relations team to ensure fair and consistent handling of all cases.
• CRM Tool Management:Oversee the use and maintenance of the Customer Relationship Management (CRM) tool to ensure itis updated continuously and consistently andmeets the needs of the labor relations team.
• Resource Coordination:Coordinate resources and staff to ensure efficient operation of the labor relationsteam.
• Support Collective Bargaining:Provide critical HR data and analysis to support the collective bargaining process, working closely with the HR team and legal advisors.
• Stakeholder Management:Works with cross-functional (e.g.,HR, Corporate Entitles Legal Affairs (CELA),learning, business) stakeholders to design compliant, complex programs from initiation to delivery with minimal coaching. Produces collateral (e.g., proposals, strategy presentation decks, internalupdates) to incorporate stakeholder needs and ensure theteamobjectivesare met.
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