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Microsoft Hiring for Senior Manager, People Strategy & Planning at Redmond, WA Full Time
Job Description
OverviewIn People Strategy and Planning (Corporate Human Resources) we aspire to provide strategic guidance and support to lead and facilitate Human Resources (HR) planning and decision-making processes that strengthen the organization’s performance and impact. When we do these things well, we see our work reflected in an organization and culture we can all be proud of. We are seeking a Senior Manager, People Strategy & Planning who is interested in applying their business management and analytical skills in HR. As a member of the People Strategy & Planning (PSP) team you will partner closely with the Corporate HR Corporate Vice President (CVP) business management office and Chief Human Resources Officer (CHRO) office to collaborate with HR program owners and key stakeholders to help drive vital business planning and governance workstreams. This opportunity will allow you to deepen and extend core business knowledge, skills, and abilities (cross team communication, project management, team facilitation, strategic thinking, etc.) while also providing you access and the ability to influence how we hold ourselves accountable to the overall enterprise people strategy. Microsoft’s mission is to empower every person and every organization on the planet to achieve more, and we are dedicated to this mission across every aspect of our company. Our culture is centered on embracing a growth mindset and encouraging teams and leaders to bring their best each day. Join us and help shape the future of the world.
ResponsibilitiesHR Portfolio Management and Governance Partner with program owners to align priorities with key performance indicators (KPIs), Objectives and Key Results (OKR’s), and metrics to establish an integrated metrics reporting process, and includes defining and tracking the success criteria and performance metrics for PSP and management of the PSP scorecard and Key Performance Indicators [KPIs]. Collaborate with internal stakeholders and teams to understand and identify current program risks, impact, and mitigation plans. Oversee the creation and implementation of execution plans for the portfolio. Ensure alignment to strategy and identify best practices for strategy execution. Identifies and scopes opportunities to develop new HR Program Manager and governance processes and improve current ones. Provides solutions to root problems (e.g., root-cause analysis), defines the strategy, gathers requirements, assess resource needs, creates the project plan and targets, and works across teams to align on the plan of record. Drives clarity in complex issues and strives for simplification. HR Planning Driver based forecasting & planning – uses understanding of the organization’s strategy and deliverables to design scalable budgeting and forecasting processes. Works with key stakeholders to coordinate future investments. Partners with the PSP director and team to execute HR planning processes, ensuring coordination with corporate planning processes as well as planning integration across the broader HR organization. Works with cross-functional (e.g., finance) and cross-org stakeholders to design and implement scalable HR planning processes from initiation to delivery with minimal coaching. Produces collateral (e.g., proposals, strategy walking deck, internal pitch content) to incorporate stakeholder needs and ensure business objectives are met. People and HR Strategy Utilizes direction and strategy from HR leadership to help create and execute annual and multi-year plans and to shift current priorities to new organizational initiatives and objectives. Influences others to change behavior accordingly. Defines broad and specific impact, and the flow of communication to the organization. Ensures buy in and adoption of change. Develops the change management and readiness content required to activate with key HR stakeholders. Conducts research on people data and initiatives by collecting and interpreting information (e.g., financial statements, reports, analyses, stakeholder feedback); conducts analyses (e.g., financial modeling) and leverages analyses of others to synthesize information. Creates initial framing for strategic questions with limited input and delivers structured output from analyses. Leverages research and other data to build business cases and proposal of options as needed. HR Reporting Demonstrates an understanding of mapping or how internal reporting processes and tools work and impact one another. Develops processes around scope and scheduled changes for programs and communicates them to stakeholders. Collects and evaluates success criteria and performance metrics for reporting tools, ensure all activities align with program objectives and partner with the appropriate support team to execute against. Special Projects/Programs and Initiatives Contributes to cross-team projects as needed to meet the changing business environment and manage business needs. Engages in well-defined projects/programs while executing aspects of work on strategic efforts that require collaboration across multiple disciplines. Other Embody our culture and values
ResponsibilitiesHR Portfolio Management and Governance Partner with program owners to align priorities with key performance indicators (KPIs), Objectives and Key Results (OKR’s), and metrics to establish an integrated metrics reporting process, and includes defining and tracking the success criteria and performance metrics for PSP and management of the PSP scorecard and Key Performance Indicators [KPIs]. Collaborate with internal stakeholders and teams to understand and identify current program risks, impact, and mitigation plans. Oversee the creation and implementation of execution plans for the portfolio. Ensure alignment to strategy and identify best practices for strategy execution. Identifies and scopes opportunities to develop new HR Program Manager and governance processes and improve current ones. Provides solutions to root problems (e.g., root-cause analysis), defines the strategy, gathers requirements, assess resource needs, creates the project plan and targets, and works across teams to align on the plan of record. Drives clarity in complex issues and strives for simplification. HR Planning Driver based forecasting & planning – uses understanding of the organization’s strategy and deliverables to design scalable budgeting and forecasting processes. Works with key stakeholders to coordinate future investments. Partners with the PSP director and team to execute HR planning processes, ensuring coordination with corporate planning processes as well as planning integration across the broader HR organization. Works with cross-functional (e.g., finance) and cross-org stakeholders to design and implement scalable HR planning processes from initiation to delivery with minimal coaching. Produces collateral (e.g., proposals, strategy walking deck, internal pitch content) to incorporate stakeholder needs and ensure business objectives are met. People and HR Strategy Utilizes direction and strategy from HR leadership to help create and execute annual and multi-year plans and to shift current priorities to new organizational initiatives and objectives. Influences others to change behavior accordingly. Defines broad and specific impact, and the flow of communication to the organization. Ensures buy in and adoption of change. Develops the change management and readiness content required to activate with key HR stakeholders. Conducts research on people data and initiatives by collecting and interpreting information (e.g., financial statements, reports, analyses, stakeholder feedback); conducts analyses (e.g., financial modeling) and leverages analyses of others to synthesize information. Creates initial framing for strategic questions with limited input and delivers structured output from analyses. Leverages research and other data to build business cases and proposal of options as needed. HR Reporting Demonstrates an understanding of mapping or how internal reporting processes and tools work and impact one another. Develops processes around scope and scheduled changes for programs and communicates them to stakeholders. Collects and evaluates success criteria and performance metrics for reporting tools, ensure all activities align with program objectives and partner with the appropriate support team to execute against. Special Projects/Programs and Initiatives Contributes to cross-team projects as needed to meet the changing business environment and manage business needs. Engages in well-defined projects/programs while executing aspects of work on strategic efforts that require collaboration across multiple disciplines. Other Embody our culture and values
