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Microsoft 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 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 HR Consultant for Engineering and Gaming segments 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 (e.g., promotions, retention, rewards).

This role will involve Program and Project management by partnering with Centers of Excellence (CoE) on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, ad-hoc projects). This role will also 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 and Talent Management to enable the strategic people priorities.

• Partners 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.

• Directs 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.

• Provides expert 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.

• Identifies 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.

• Interprets 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).

Manages, 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 advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.

• Embody our culture and values

Required/Minimum Qualifications

• Bachelor’s Degree AND 7+ years experience with human resources or business programs/processes
• OR Master's Degree AND 4+ years experience with human resources or business programs/processes
• OR equivalent experience.
• 3+ years experience building Human Resources or Business programs/processes or equivalent experience

Additional Or Preferred Qualifications

• Program or Project Management experience.
• Employee Relations or conflict management coaching experience.
• Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).

HR Consulting IC5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $137,600 - $222,600 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here: https://careers.microsoft.com/us/en/us-corporate-pay

Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.

Location: United States (Remote)