Microsoft Senior HR Business Partner 

Taiwan, Taoyuan City 

271592525

We are seeking a strategic and experienced HR Business Partner to join our India and South Asia HR team, supporting the India Development Center. Microsoft is at an exciting time in its journey as it leads the AI Transformation. This role focuses on partnering with business leaders during this change to influence organizational effectiveness by providing insights, data and coaching, helping them drive a culture centered on performance and inclusivity.

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Required Qualifications

• Bachelor's Degree in Human Resources, Business, or related fieldAND7+yearswork experiencein HR Business Partnership or inotherrelated HR role.
  • OR equivalent experience.
• Deepexpertisein HR domains such as Talent Management, Leadership & Team Effectiveness, Org Design, etc.
• Strong skills in business acumen, data analysis, strategic consulting, and engagement with senior leaders/ stakeholders.

Preferred Qualifications

• Master's Degree in Human Resources(HR), Business,Psychologyor related field.
• Ideally with 10+ years of HRBP experience in delivering effective HR strategies and solutions to enable business growth/priorities.
• Preferably with exposure toTechnologysector and/or familiarity navigating highly-matrixorganisationswith a dynamic fast-paced environment.

Strategic Talent Planning

• peopleagenda and build the organization to deliver business results and increase impact. Translate business strategies into people and organizational priorities andhelpto drive strategy clarity and alignment.
• Execute holisticpeopleplans—including leadership, culture, and inclusion—byidentifyinggaps and tailoring solutions to meet business needs. Partner with COEs to translate business priorities into outcomes and guide decisions on talent strategy.

Leadership

• Analyse data to provide insights on leadership and team performance. Design interventions to drive leadership team performance.
• Coach leaders andusediagnostic insights to recommend organizational effectiveness solutions, and design and implement them.

• Lead succession planning byidentifyingpotential successors, assessing readiness, and partnering with HR and Talent Managers to close development gaps. Create skilling plans and readiness strategies to prepare talent for key roles, while evaluating risks such as role availability.
• Drive strategic talent planning by aligning current and future business needs with talent development. Collaborate with business leaders and HR to grow the talent pool using resources like coaching, mentoring, and learningprograms.
• Develop and implement talent programs by analyzing business andpeopleneeds, ensuring alignment withorganizationalgoals and sustainable growth.

Org Diagnostic, Systemsand Change Management

• dentifyareas in need of change andleadthe implementation of new structures and programs/processes.
• Evaluate internal and external business drivers and environmental factors to encourage employees to adoptnew changes.
• Act as a liaison between business units and the Center ofExcellencebe it GTA, GETA, TM, C&Band other extended teams to achieve talent, organization, and businessobjectives.
• Drivestrong partnership with HRBPs inHead Officefor your respective Product groups, align onpeoplepriorities andbuild advocacytoinfluence people outcomes.