Microsoft Senior HR Shared Services Advisor 

Egypt, Cairo, Cairo 

484704309

HR plays a key role in the dailyenabling our business, managers, and employees through a focus on the end-to-end employee experience. In this role you will be involved in managing employee administration with our Service, problem solving employee issues, managing local benefitprograms, and involved in employee on-board, off boarding, and other aspects of the employee lifecycle.

This roleto work in virtual, matrixedHR Services Fieldas part ofEurope & Middle East/Africa-based broader HR Services and Geo HRto provide end-to-end employee support. You will gain valuable international experience, whilst further deepening HR operational and consultativeBeing part of

great attention to detail. This role requires administrative experience and exceptional customer servicewhile ensuring data accuracy, integrity, and confidentialityTo be successful in this role, the individual in this position will also need to excel at workingindependently and under time pressure; have analytical and problem-solving skills and a continuous improvement mindset.

Minimum/Required Qualifications

• Bachelor's degree in Human Resources, Business, Law or related field
  • OR experience in Operations, HR, Customer Support, or related field.
• English & Arabic language proficiency.

Preferred Qualifications

• Human Resources Administration experience.
• Statutory and Employment law knowledge.
• Experience with Human Resources Policies and Procedures.
• Experience with employee life cycle end-to-end management and employee experience engagement.
• Project Management and Change Management experience.

Responsibilities​​​

Queue Management

• ​Queue Management System -Participatesin handling queries coming through the Customer Relationship Management (CRM)/queue management system);Respondsto employee, managerand HRpartners’queries against agreed service level agreements and key business indicators inan accurate, complete, and empathic way;Supportsthe documentation of cases asrequested;Maintainsinformation security and confidentiality.Engages HR partners and third-party where needed to ensure execution on related queries and orchestrates end-to-end transactional process.

Data Management

• Employee Data Management related to Program Support -Providesexpertisein Human Resources Information Systems (HRIS) by contributing to the day-to-day management of employee data in asupported service areas;Providesrecommendations on data administration.

• Operational Risk Management -Executescontrol measure or process for compliance;Tracksand analyzesthe root cause of issues related to data integrity, security, and privacy;Supportsdata modeling initiatives by using data generation and troubleshooting techniques to meet customer and business needs;Ensuresoperational compliance with policies, laws, and regulations for a supported service area.Supports internal & external audit processes in connection with scope of work.

• Employee Records -Contributesto the development and configuration of documentation and reporting of employee records;Conductsgap analysis on reporting and documentation of employee records for a supported service area.

• Knowledge Management -Maintainsup-to-date documentation of processes, desk-top procedures, and knowledge-based content;Ensuresdata entry is completedin a timely manner

• "Push Left" (Adoption of tools/platforms) -Buildsrapport and consensus with partners and stakeholders to align operational processes;Learnsthe end-to-end service model for a supported service area and promote the use of Human Resources shared services, platforms, and tools;Learnsand presentsrecommendations to drive the adoption of the end-to-end service delivery model.

• esinquiries and performstransactions -Performstransactions for a supported service area in a region;Researches, develops, and recommendssolutions to manage the service processes aligned with established practices, policies, and/or laws;Connectswith peer disciplines (e.g., HRBusiness partnership,HR Consulting,HR Shared Services, Procurement, Finance) to address inquires, if needed.

• Change Implementation related to Program Support -Contributesto the design and delivery of changes by developing communication materials related to changes in a customer support system during the implementation of HR programs;Partnerswith regional operational stakeholders to monitor, escalate, or address inquiries/issues related to employee experience or change communication;Collectsfeedback on employee experience andassesses

Process Management

• Process Design/Adaptation -Takesownership of and leadsthe implementation of a new process by implementing defined action plans;Conductsanalysis and collectsfeedback for smaller or less complex processes/procedures;

• Process Improvement–Contributes tothe implementation of solutions and changes to improve a process,based on an established strategy or action plan; in partnership with functional operations team,monitorskey performance indicator (KPI) targets toidentifyopportunities for continuous process improvement and future investment to drive efficiency and improved employee experience.

Supplier/Vendor Management

• Supplier/Vendor Performance -Preparesanalysis or reports (e.g., dashboard and scorecard) to measure supplier/vendor performanceand manages HR admin work on HRvendors /suppliers