HR Director Industry Solutions

• Job number 1420738

Responsibilities

• Organizational Design - You lead the holistic organizational planning in partnership with HR and/or business leaders, ensuring alignment of organizational design with business goals. You design and implement solutions to ensure organizational effectiveness and health within and beyond your own organization.
• Organizational Diagnostics - You partner with business and HR leaders on organizational diagnostics. You integrate and interpret data, identify trends/themes and present findings to senior leadership. You use diagnostics and data to analyze organizational problems and lead improvements in talent management processes/programs, employee engagement/satisfaction and organizational effectiveness; you provide recommendations on strategy and goals, outline action plans and influence adoption.
• People Plan - You collaborate with business leaders to identify business priorities and leverage the all-up HR People Plan to build consistency across the company. You ensure alignment of the people plan, people programs, and tools with business strategic goals, and advise on the development and implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for the organization.
• Strategic Talent Management - You identify and predict current and future talent needs and influence the design and implementation of strategic talent management solutions. You develop strategic talent plans and ensure the alignment with organizational strategy, data and budgets. In partnership with other teams, you design talent movement plans for critical roles and establish a talent pipeline. You identify strategies to influence talent development plans and programs, and establish a roadmap to build capabilities. And, you lead the partnership with Diversity and Inclusion to develop diversity and inclusion plans for a business and drive vital programmatic efforts.
• Leadership & Team Performance - You provide oversight and insight for the top leaders at Microsoft, leveraging business understanding to connect leadership effectiveness plans with the broader Microsoft ecosystem. You design and manage the implementation of interventions to improve leadership and team performance and capability. You interpret metrics to monitor and ensure leadership performance, and identify strategies and action plans to transform leaders and teams.
• Strategy Clarity & Alignment - You consult business executive teams in creating and translating business strategies, and lead your team to develop, apply and align people and organizational priorities with organization vision. You provide strategy analysis to understand the implications of strategic choices within and across organizations. You lead efforts to identify gaps in the execution of business strategies, and guide your team to develop and implement interventions.
• People Management - You help your team of directs identify growth opportunities, develop skills and build development plans. You drive the execution of projects. You establish and communicate performance expectations, identify and address gaps and monitor performance to ensure plans are met.

Qualifications

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.

Knowledge, Skills and Abilities

• Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs; and awareness of the environment for opportunities.
• Change Management - The ability to define and implement procedures and/or technologies to deal with changes in the environment. This may include adapting to change, controlling change, and/or affecting change.
• Human Resources Business Processes - Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions.
• Human Resources Policies and Procedures - Knowledge of and ability to adhere to and update Human Resources policies, procedures, and practices.
• Human Resources Programs - Knowledge of the development and implementation process of a Human Resources program. This may include the ability to plan, design, implement, and/or ensure compliance for Human Resources programs used throughout the company.
• Leadership Effectiveness - The ability to diagnose, coach and recommend solutions to enable leaders and leadership teams to collaborate and continuously transform themselves and their teams/org to deliver business results. The ability to coach leaders on fostering actions and behaviors that drive the desired culture.
• Organization Effectiveness - Knowledge of Organizational Effectiveness principles and the ability to help companies achieve desired outcomes by aligning people, goals, structures, etc.
• Succession Planning - The ability to design and maintain a process to ensure the continued effective performance of an organization by making provision for the development and replacement of key people over time. This may include establishment of an evaluation process to assess internal candidates and training of qualified candidates.
• Talent Management - Demonstrated proficiency in talent management strategy development, policy, plan and/or program design and implementation of strategies and offerings that will attract, retain and motivate employees and maximize the profitability of the business. Leads the design and implementation of talent management practices such as, but not limited to workforce planning, talent succession planning, performance measurement and feedback systems, competency models and career pathing necessary to achieve the business strategy.
• Corporate Culture Enhancement - The ability to correlate the organizational culture to new initiatives in order to keep the culture continually evolving with modern concepts. This includes the ability to communicate corporate culture broadly to educate and engage employees, and understand the culture to complement business strategy. This also includes the ability to use culture to guide decision-making and to ensure the company values and culture are visible and recognizable to internal and external stakeholders.
• Human Resources and Business Partnership - The ability to complement business purpose with Human Resources concepts. This includes having a broad knowledge of the overall business in order to understand its purpose coupled with the ability to recognize unique department/division purpose and contribution, and bring awareness to the interdependencies. This also includes the ability to bring employment elements such as pay, benefits, etc. for departments or divisions into perspective and alignment with those of the overall business.

Required/Minimum Qualifications

• 15+ years of work experience with Human Resources or related processes (e.g., hiring, training, performance management) with Bachelor's degree in Human Resources, Business or related field

Additional or Preferred Qualifications

• Master's degree in Human Resources, Business or related field
• 5+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions
• 5+ years of experience in people management

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