Senior HR MANAGER - IT

Job Category: Human Resources
Location: Redmond, WA, US
Job ID: 832722-108144
Division: Human Resources

Microsoft IT is a dynamic, 4,300 person business in the midst of a global transformation from a traditional custom platform and application development organization to becoming THE leading process-centric, Real Time enterprise in the industry. This is truly an exciting time to be a member of the HR team in one of the most dynamic organizations in Microsoft.

The role will partner with Microsoft Product & Services IT (MPSIT), a client team of over 500 employees and over 1000 vendors. MPSIT is the combination of two business process areas, Ideation to Availability (I2A) and Fulfillment to Customer Value (F2CV). Products and Services IT will have the unique position to understand the voice of the customer providing a link from Microsoft's support lifecycle to the way we will bring the company's products and services to market, improving on them, and inspiring customer delight and lifetime loyalty.
Key Accountabilities:
The Senior HR Manager - Org is accountable for driving execution of HR Plan for the Shared Services clients in the MSIT organization.
In partnership with HR leaders, is accountable for the organizational health of the client, and contributes to efforts to shape and evolve the IT Transformation. Collaborates with HR leadership and business leadership to diagnose and identify interventions needed to improve organizational effectiveness for client organization. Is accountable for successful execution of organizational restructuring, in partnership with business leaders.
Accountable for successful delivery of all HR programs and processes. Key among these programs:
Staffing Programs: Partners with Staffing Manager to analyze the Workforce Plan and provide regular updates to client organization. Understands Global Diversity and Inclusion metrics and leverages opportunities to build diversity within the business.
Employee Relations: Accountable for managing employee relations concerns, adhering to Microsoft and HR policy while following guidance from LCA. Drives resolution of issues, in collaboration with partners in staffing and legal and escalates when necessary.
Compensation and Benefits: Collaborates with Compensation partners and delivers Compensation and Benefits support for the client.
Performance Management: Accountable for delivery of Performance Management processes, including Mid-Year Check-In and Performance Review
Employee/Manager Development: Partners with COE resources to deliver Employee & Management Excellence programs and build capability and effectiveness in the line organization.
Diversity & Inclusion: Supports the engagement of senior business leaders in D&I efforts (which are owned by the HRGM) by driving specific HR ROB components of the D&I plan (eg People Review, Mid-Year Review, Learning and Development). Partners with GD&I Manager and team to ensure D&I goals/plans are integrated in the ROB implementation.
Global Mobility: In fulfillment of the Workforce Plan, is accountable for ensuring that employees identified for international or domestic move are provided with appropriate support and resources from the Global Mobility organization, in fulfillment of Microsoft programs and while adhering to Microsoft policy. Works with Staffing partners and line clients to repatriate employees returning from assignment.
MS Poll Planning: Supports business leaders in interpreting MS Poll results, and collaborates with these leaders to develop plans to address employee feedback. Collaborates with the HRBI team to ensure administration of the MS Poll follows COE guidance.
Accountable for talent planning and management for the client, in fulfillment of the HR Plan.
Identifies Hipo employees and drives delivery of local programs for this population, following direction from the COE regarding line/center program responsibilities.
Designs and delivers talent review discussions, ensuring the client/business has opportunity to review, discuss, and drive development for this talent pool. Collaborates with HR Leadership to design talent planning solutions that will fulfill the HR Plan and serve the business. Supports delivery of People Review for the business through research and delivery of inputs to the People Review deck. Coordinates people planning and movement, in collaboration with business leaders and HR leaders.
Consults with client on execution of re-organizations. Develops change management plan, manages communications and announcements. Coaches leaders on talent selection, managing impacts to individual employees. Manages re-deployment and force reduction.
Execute reductions and employee communication per program, coordinating with legal and mitigating risk where appropriate.
Supports HR-related communications rollouts for client ensuring that client is prepared to address HR programs and processes with accuracy and following the HR calendar. Collaborates with appropriate internal program leaders, addresses client concerns proactively, and ensures business compliance with HR programs.
May have accountability for horizontal work across the organization (eg driving HR program rollout and execution across the organization).
Ensures the client organization follows Microsoft and HR policies and regulations, as well as local workforce laws. Ensures business leaders are making decisions and taking actions that are in accordance with them.
Skills and Qualifications
Demonstrated exceptional leadership capabilities
Ability to manage HR Programs in a complex and Matrix business environment
Strong communications skills
Strong analytical and data interpretation skills with ability to apply quantitative analysis to HR programmatic outcomes and regularly supplied business reports to assess opportunity for continuous improvement
Strong business acumen and people acumen, and ability to influence business leaders at an executive level
Ability to partner across HR to deliver effective business solutions
Experience with delivery of HR ROB
Employee Relations - Build management capability to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations. Ensure role is perceived as an objective employee resource and escalation path for unresolved employee relations issues.
Depth of experience with delivery of HR ROB
Education and Experience
Education Level Required BS/BA degree required, MBA or an advanced degree in HR preferred
Years of Experience Required 7 - 10 years of relevant work

This description has been designed to indicate the general nature and level of work performed by an employee within this position. The actual duties, responsibilities and qualifications may vary based on assignment or group. Microsoft is an Equal Opportunity Employer (EOE) and strongly supports diversity in the workplace.

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