Microsoft HR Consultant 

Taiwan, Taoyuan City 

830525198

• OR Bachelor’s Degree AND experience with Human Resources or Business programs/processes.
• Detailed knowledge of legal frameworks and the Employee Relations landscape in Switzerland; other countries an advantage.

Employee Relations

• Leads the diagnostics and resolution of issues with mid-level complexity and risk related to policy or culture concerns/violations and incident or threat response independently or by collaborating with managers/peers in Human Resources and Legal professions as appropriate. Recommends solutions to address issues based on established principles and culture, while prioritizing employee experiences to maintain a safe and professional work environment.
• Assists/Partners with Workplace Investigation Team (WIT), Business and Regulatory Investigation (BRI), and/or Global Employee Relations (GER) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography, and other HR peers (e.g., HRBP, CELA Public Relations, Global Security, Benefits). Ensures appropriate documentation of issues is in place. May lead the investigations for a business, region, or geography where resources are limited. Consults on how to navigate the nuance of investigations and partnerships/collaborations in working through the details of the situation.
• Identifies, raises, or escalates issues for trends in employee relations. Works with their team to implement solutions to reduce employee relations issues for a business, region, or geography by collaborating with Human Resources and business partners (i.e., managers and employees).

Capability Building

• In partnership with peer HR disciplines and professions (e.g., Talent Management, Learning and Development), manages/implements scalable capability building projects, programs, and/or other initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication) by leveraging existing resources/solutions to mitigate duplicated efforts for a business, region, or geography.
• Conducts one-on-one consulting/coaching with managers to enhance manager capability as well as provides guidance on rhythm of the business processes. Conducts or designs training sessions/events for employees and managers.
• Uses data to participate in identifying and anticipating training needs within a business, region, or geography. Recommends customized solutions (e.g., training, communication) to address capability gaps, and coordinates and/or delivers training.

HR Projects & Programs

• Contributes to the design and helps lead implementation of HR projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on the unique needs of a business, region, or geography.
• Leverages, aligns, and integrates communication strategies with greater complexity and nuance and messages from the Center of Excellence (COE) and customizes the messages (e.g., resource documents, training documents, presentations, web-based information) for a business, region, or geography.
• Drives the execution, implementation, and/or operation of scalable Human Resources programs (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, ad-hoc projects). Acts as a liaison to collaborate with Center of Excellence (COE) and a business, region, or geography.

HR Solutions Consulting

• Conducts, informs, and/or participates in cross-functional data analysis related to processes managed, with data supported by HRBI/HR Report. Identifies and presents trends/insights in a structured way. Partners with Human Resources Business Partners (HRBP) and other stakeholders on organizational health diagnostics. Escalates risks and concerns related to organizational health. Interprets reports based on the business/local context. Makes ad-hoc, data-driven recommendations by doing research and communicating with business leaders.
• Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives. Engages and collaborates with HR partners to influence the decision-making related to managed programs, processes, and initiatives. Analyzes the situations for a business, region, or geography and offers perspectives as a subject matter expert.

Operational Compliance

• Facilitates the localization/update of policies and procedures related to managed projects, and programs, and other ways of working by analyzing trends and making recommendations to HR partners (e.g., HRBP). May manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines.
• Understands and applies Microsoft values and current HR policies regarding managed projects and programs (e.g., leave and retirement, immigration, performance management). Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession. Advises employees and managers on compliance to policies and procedures.

Queue Management

• Responds to written correspondence, email, and other outreach from employees and managers. Closes cases in a timely manner. Responsible for maintaining their own queue hygiene. Ensures appropriate documentation by adhering to Microsoft and HR policies. Maintains information security and confidentiality. In partnership with peer disciplines (e.g., Human Resources Shared Services Support/Operations Management), manages queries coming through the Customer Relationship Management (CRM)/queue management system. Provides guidance to team on how to ensure appropriate documentation by adhering to Microsoft and HR policies. Shares feedback/suggestions with shared services regarding the use and continued improvement of the tools and navigating escalations.