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Microsoft Hiring for Senior Human Resources (HR) Consultant – Corporate Functions HR at Redmond, WA Full Time
Job Description
OverviewMicrosoft is on a mission to empower every individual and organization on the planet to achieve more! We are passionate about the role that technology plays in solving some of the greatest challenges facing our customers. Our culture is anchored in the concept of a growth mindset; we obsess about our customers, are diverse and inclusive, and support each other as One Microsoft to make a difference to all of our customers. If this resonates with you, and you want to take your place in enabling us to become the most thriving, digitally-enabled, and diverse company on the planet helping people to achieve more, please read on!We’re currently recruiting for a Senior Human Resources (HR) Consultant role in our Corporate Functions HR Consulting team. Your mission will be to empower Microsoft’s business performance and inclusive culture through human experience centered, data insights and AI-powered coaching and global solutions for managers and employees working in all parts of Microsoft’s global Corporate Functions.If you are passionate to be a catalyst of culture change, trust that we can learn it all; if you are willing to make others great and not in fear of facing challenges; if you like data and feel excited about data-driven HR solutions; if you are looking for a pioneer HR career development opportunity, please come join us in the HR Consulting team at Microsoft. We are looking for a Senior Human Resources (HR) Consultant – Corporate Functions HR Consulting to partner closely with HR, managers, and business leaders to activate the Microsoft culture and enhance manager capability through scaled solutions. We seek HR leaders who are passionate about influencing and impacting dynamic businesses through effective management (both proactive and reactive) of our consulting workstreams. This leader will be a member of the HR Consulting team accountable for leading case work and direct-to-client rhythms in partnership with one of our Corporate Functions organizations (Finance, Legal/Corporate Affairs, HR4HR, Marketing, Business Development Strategic Ventures) while analyzing trends and building linkages to management development, retention efforts, and HR business intelligence activity. The Corporate Functions HR team partners with this diverse group of influential business leaders, aiming to transform both the industry and the future of work and capability in these functions. Our HR Consulting team provides world class HR service to the ~15,000 global managers and employees of the Corporate Functions. As well as engaging with managers and employees through a challenging set of casework, you will join an HR community learning together to drive transformation through data insights & AI, building manager capability, improving employee experiences, and deploying global solutions. Your peers are highly connected and supportive, and you’ll have scope to bring your curiosity to work with you every day.
ResponsibilitiesThis role will include coaching and consulting managers and employees through difficult workplace matters, providing consultation across various matters (career, performance, workplace behavior, policies), and partnering with HR Business Partners to enable the strategic people priorities. The role will develop and implement data-driven solutions that shape manager capability at scale and partner across a matrix of HR and Legal partners to define local policies, compliance practices, and more. Key to this role is the ability to be impartial and objective to create an inclusive environment through the consistent application of our Microsoft practices, polices, and philosophies.Case Management and Conflict ResolutionDirects the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns and incident or threat response, independently or by collaborating with managers, peers in Human Resources, and Legal profession as appropriate; recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment.Partners with the Global Employee Relations team (GER), the Workplace Investigations Team (WIT), and/or the Business & Regulatory Investigations team (BRI) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.Interprets trends in conflict management and employee experience issues; designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.HR Solutions ConsultingProvides consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; represents their focus area in the broader HR community; influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership.Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); generates and/or presents trends and insights on organizational health solutions; recommends action plans to business leaders based on analytics and business/local needs.Capability BuildingIdentifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations.Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication).Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective trainings as needed.HR Project and ProgramsPartners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.Leads the design and implementation of local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography; provides project guidance related to prioritization, timelines, budget, resourcing, and impact.Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE); guides others in the implementation of communication messages; collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.Operational ComplianceInterprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.Leads the localization/update of policies and procedures related to managed projects and programs; establishes partnerships with Human Resources policy owners and relevant stakeholders; may lead efforts to update policies (e.g., benefits-related) in collaboration with peer Human Resource (HR) disciplines (e.g., HR Shared Services Support). Queue ManagementManages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and manager; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.Other * Embody our culture and values
ResponsibilitiesThis role will include coaching and consulting managers and employees through difficult workplace matters, providing consultation across various matters (career, performance, workplace behavior, policies), and partnering with HR Business Partners to enable the strategic people priorities. The role will develop and implement data-driven solutions that shape manager capability at scale and partner across a matrix of HR and Legal partners to define local policies, compliance practices, and more. Key to this role is the ability to be impartial and objective to create an inclusive environment through the consistent application of our Microsoft practices, polices, and philosophies.Case Management and Conflict ResolutionDirects the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns and incident or threat response, independently or by collaborating with managers, peers in Human Resources, and Legal profession as appropriate; recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment.Partners with the Global Employee Relations team (GER), the Workplace Investigations Team (WIT), and/or the Business & Regulatory Investigations team (BRI) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.Interprets trends in conflict management and employee experience issues; designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.HR Solutions ConsultingProvides consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; represents their focus area in the broader HR community; influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership.Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); generates and/or presents trends and insights on organizational health solutions; recommends action plans to business leaders based on analytics and business/local needs.Capability BuildingIdentifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations.Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication).Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective trainings as needed.HR Project and ProgramsPartners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.Leads the design and implementation of local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography; provides project guidance related to prioritization, timelines, budget, resourcing, and impact.Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE); guides others in the implementation of communication messages; collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.Operational ComplianceInterprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.Leads the localization/update of policies and procedures related to managed projects and programs; establishes partnerships with Human Resources policy owners and relevant stakeholders; may lead efforts to update policies (e.g., benefits-related) in collaboration with peer Human Resource (HR) disciplines (e.g., HR Shared Services Support). Queue ManagementManages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and manager; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.Other * Embody our culture and values
