Recruiting Program Manager Lead

• Job number 1211189

We are creating a new Program Management (PM) team to accelerate our Asia Talent Acquisition team’s ability to contribute to Microsoft’s mission and are seeking an experienced HR Professional and Program Manager to lead our Events (Assessment Centers) PM team.

Responsibilities

Key Responsibilities

People Management

• Managers deliver success through empowerment and accountability by modeling, coaching, and caring.
• Model - Live our culture; Embody our values; Practice our leadership principles.
• Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn.
• Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.

Events Project Management

• Leads the planning and prioritization of Events programs across a business/geography; leads the intake and ongoing adoption of programs by designing processes, tools, and/or policies that can be operationalized and managed at scale; ensures that regional perspectives are incorporated into the design and implementation of programs in partnership with regional TA delivery managers.
• Leads the operational, infrastructure, and candidate support analysis; partners with TA Delivery Leaders and asks PMs to pull and analyze data; interprets data and metrics for stakeholders to influence the management of Events; maintains or improves existing service levels.
• Applies project management methodology to deploy TA programs; manages the process of requirements gathering; identifies and resolves risks, issues, and barriers in Event execution.
• Creates Event charter and success criteria for large-scale events identifies resource needs; oversees events plans and leads project team meetings; tracks progress and deliverables, risks, and action items; communicates with relevant stakeholders/project sponsors/steering committee about project status and impacts.

Stakeholder/Client Engagement

• Applies deep knowledge of factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to guide the development of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary.
• Consults a division, region, or subsidiary on critical talent needs and opportunities. Presents and frames information in a way that speaks to the business needs and influences leaders to embrace differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered.

Solution Management

• Leads business analysis on complex issues through system telemetry; uses system telemetry to understand needs in the context of a program; drives optimization projects and business decisions aimed at improving quality and efficiency.
• Contributes to the development of Key Performance Indicators (KPIs) by defining end user needs, leads conversations with GTA and HR partners to ensure that appropriate monitoring (i.e., data telemetry and systems) and maintenance is in place.
• Oversees the process of gathering and prioritizing tool and process feedback from key operational stakeholders in partnership with program subject matter experts, vendors, and partners; drives the identification of efficiencies and process improvements for large-scale or high-stakes Events.

Operational Compliance & Excellence

• Leads the optimization of staffing policies, systems, and processes throughout their organization, and guides stakeholders on the impact of these changes.
• Holds their team accountable for maintaining current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Drives team to capture relevant data in recruiting platform and monitors and oversees quality of data capture.

Qualifications

Qualifications

Knowledge, Skills and Abilities

Candidate Assessment & Screening

• Manages the candidate assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.
• Manages the candidate screening framework, and identifies, adopts, and evangelizes best practices that ensure effective screening processes and a qualified talent pool.

Candidate Experience

• Enhances the candidate experience at all phases of the relationship by proactively identifying factors that may adversely impact the candidate and partnering with business leaders to develop mitigation strategies.

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.

Data Analysis

• The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.

Program Design

• Knowledge of the development and implementation of a Talent Acquisition process and/or program. This may include the ability to plan, design, implement, and/or ensure compliance for Human Resources programs used throughout the company.

Project Management

• Knowledge of and the ability to carry out the process of planning, organizing, and managing tasks and resources to accomplish a well-defined objective. This includes the ability to manage and provide project deliverables, optimize the contribution of the people involved, and assess the impact of project decisions on quality, productivity, schedules, cost, performance, etc.

Quality Assurance

• Knowledge of and the ability to follow systematic and continuing processes of checking to see whether a product, service, or process is meeting specified requirements. This includes knowledge of quality measurements and defined standards.

Systems Thinking

• The ability to analyze and recognize how a system's parts interrelate and how sub-systems work over time within the context of larger systems. This includes the ability to view systems with a broad perspective and identify overall structures, patterns, and cycles.

Other

• Embody our culture and values

Minimum Requirements

• 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role
  • OR Bachelor's degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field AND 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role.
• 2+ years formal or informal leadership/managerial experience.

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