Microsoft HR Consulting - LATAM 

Brazil, São Paulo, São Paulo 

996498589

Key responsibilities for this role include providing expert support to managers and employees through complex workplace matters, providing consultation across various issues such as performance, workplace behavior, and policies, as well as partnering with HR Business Partners (HRBP) and Centers of Excellence (CoE) to enable the strategic people priorities.

As a valued individual contributor, you will report directly to the LATAM HR Consulting Lead and be part of our Americas HR Consulting team, playing a critical role enhancing our consulting capabilities in Portuguese.

Required/ Minimum Qualifications

• 7+ years experience with Human Resources or Business programs/processes
  • OR Bachelor’s Degree AND 5+ years experience with Human Resources or Business programs/processes.
• 5+ years of Employee Relations experience progressing in complexity in Brazil or Latin America.
• Portuguese and English Language Proficiency.

Preferred Qualifications

• Strong consulting, coaching and facilitation skills.
• Ability to deal with ambiguity, and achieve results in a fast-paced, heavily distributed team environment.
• Demonstrated knowledge of Brazil’s Employment Law.
• Spanish Language Proficiency will be a plus.

HR Solutions Consulting

• 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.
• Conducts, informs, and/or participates in cross-functional data analysis related to processes managed, with data supported by Human Resources Business Intelligence (HRBI)/Human Resources (HR) Report; partners with Human Resources Business Partners (HRBP) on organizational health diagnostics to identify and present trends/insights in a structured way; 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.

Queue Management

• In partnership with peer disciplines e.g., Human Resources Shared Services Support, manages queries coming through the Customer Relationship Management (CRM)/queue management system; ensures appropriate documentation by adhering to Microsoft and HR policies; shares feedback/suggestions with shared services regarding the use and continued improvement of the tools.

Employee Relations

• Assists/Partners with Employee Relations (GER) and Workplace Investigations (WIT) teams in investigations of serious cases and implements appropriate remediation. Ensures appropriate documentation of issues is in place.
• Identifies, raises, or escalates issues or 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.
• Leads the diagnostics and resolution of issues with increasing complexity and risk related to policy or culture concerns or violations and incident or threat response independently or by collaborating with managers and 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.

Capability Building

• 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.
• Conducts one-on-one consulting/coaching with managers on performance management and development-related processes based on established training agenda and communication plans; conducts or designs training sessions/events for employees and managers.
• In partnership with peer Human Resource (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.

HR Project and Programs

• Leverages, aligns, and integrates communication strategies 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.
• Leads the design and implementation of local HR projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on the unique needs of 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, employee movement, ad-hoc projects; acts as a liaison to collaborate with Center of Excellence (CoE) and a business, region, or geography.

Operational Compliance

• Understands and applies Microsoft values and current HR policies regarding managed projects and programs (e.g., leave and retirement, immigration, performance improvement program); advises employees and managers on compliance to policies and procedures.
• Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to Human Resource (HR) partners (e.g., HRBP); may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines (e.g., HR Shared Services Support).