Microsoft Human Resources Director HR4HR 

United States, Washington 

449525297

the effectiveness of HR professionals.

This unique role requires a leader with expertise not only in traditional HR functions but also in addressing the specific needs of HR practitioners.The HR Director, HR4HR will

Qualifications:

• Bachelor's Degree in Business, Human Resources, or related field AND 12+ years experience in experience in human resources or related processes (e.g., hiring, performance management)
  • OR Master's Degree in Business, Human Resources, or related field AND 10+ years experience in human resources or related processes (e.g., hiring, training, performance management)
  • OR equivalent experience.

Preferred Qualifications:

• + years’ experience with partnering with a wide network of clients and across human resources to deliver effective business solutions.

• 6+ years of HR program design, development, and management

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 January 10, 2025.

• Strategic Talent Management– You playan important rolein the development of strategic talent plans aligned with organizational strategy, starting with the identification of talent strengths and needs. You translate business priorities into talent management outcomes and design approaches to help business leaders make talent decisions.You partner with other teams to implement talent movement plans, as well as develop and execute talent development plans and programs and the Diversity and Inclusion plan for an assigned organization.
• Leadership and Team Performance– You assess and interpret leadership effectiveness and performance data and provide insights, guidance, and recommendations based on findings. Youidentifywhere change is needed and contribute to the development of interventions to improve leadership and team performance. Youfacilitateleadership capability planning for an organization andexecute onstrategies and action plans to transform leaders and teams.
• People Plan– Youidentifygaps in the current people plan, people programs and tools, andparticipatein the creation of the people plan for an assigned organization. You also lead the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for that organization.
• Change Design & Orchestration– You lead change efforts,identifyingthe need for change and directing the implementation of andadaptionto new or changing structures, cultural change, or programs/processes for an organization. You evaluate internal and external business drivers, environmental factors,risksand benefits to foster change adoption, and collaborate to develop change management strategies and training materials.
• Organizational Design– You contribute to the design and/or integration of the holistic organizational plan for an assigned organization. You partner with the business to interpret business needs and people priorities, as well as monitor, execute, and evolve the organizational design on an ongoing basis.YouAssess, interpret, and present findings on organizational effectiveness design and implement organizational effectiveness assessments and solutions.
• Organizational Diagnostics– You partner and consult with peer HR disciplines on organizational diagnostics and lead the implementation of data-supported plans. You translate data into action, interpreting results of analyses provided by HRBI toidentifytrends/themes and providing recommendations about organizational strategies, goals, and actions.
• Strategy Clarity and Alignment– You translate business strategies into people and organizationalpriorities, andlead the discussion with business leadership teams on the application and alignment of those priorities to achieve specific business goals. Youidentifygaps in the execution of business strategies andneedfor intervention to drive the clarity and effectiveness of strategyexecution, andlead the implementation of interventions.
• HRDASH Program Support –You will serve as the full time employee (FTE) contact for the HR Development and Skills Hub (HRDASH) program, in coordination with the vendor Program Manager.
• HR2P Program Management–You will be the HR Program Director for the HR Rotation Program (HR2P).This role is pivotal in shaping the program's strategy and vision, ensuring participants have a positive and enriching experience throughout the three-year program.
  • Program Strategy and Vision:Develop and implement the overall strategy and vision forHR2P, ensuring alignment with organizational goals andobjectives.
  • Participant Engagement:Engage with program participants to ensure they have a positive and supportive experience throughout the three-year program. Provide guidance, mentorship, and support to help them succeed.
  • HR Advisory Board Engagement:Collaborate with the HR Advisory Board to gather insights, feedback, and support for the program. Ensure the board is informed and engaged in the program's progress and development.
  • Program Operations:Lead the day-to-day operations of the HR Rotation Program, including managing budgets, resources, and timelines. Ensure the program runs smoothly and efficiently.
  • Continuous Improvement:Continuously assess and improve the program based on feedback from participants, stakeholders, and industry best practices. Implement changes to enhance the program's effectiveness and impact.
  • Stakeholder Collaboration:Work closely with various stakeholders, including HR leaders,Chiefs of Staff, HR BusinessPartners,HR2P Manager,and external partners, to ensure the program meets itsobjectivesand delivers value to the organization.
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