Senior Human Resources Business Partner
United States
Job number
1763236
Work site
Up to 100% work from home
Travel
0-25 %
Role type
Individual Contributor
Profession
Human Resources
Discipline
HR Business Partnership
Employment type
Full-Time
Overview
Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.
We have an exciting opportunity for a Senior Human Resources Business Partner (HRBP) to partner with the leaders in the Microsoft Americas Sales Enablement & Operations (SE&O) team. The Americas SE&O team has a dynamic and purpose driven culture focused on empowering the Microsoft Americas field with insights, marketing materials, and a consistent operating model to support its sales goals. Americas SE&O organization pairs sellers with the resources they need to do what they do best—better and the Senior HR Business Partner aligned will work closely with leadership to align people and business priorities to drive critical impact.
Qualifications
Required/Minimum Qualifications
- Bachelor’s Degree in Business, Human Resources, or related field AND 10+ years experience in experience in human resources or related processes (e.g., hiring, performance management)
- OR Master’s Degree in Business, Human Resources, or related field AND 8+ years experience in human resources or related processes (e.g., hiring, training, performance management)
- OR equivalent experience.
Additional or Preferred Qualifications
- Bachelor’s Degree in Business, Human Resources, or related field AND 12+ years experience in human resources or elated processes (e.g., hiring, performance management)
- OR Master’s Degree in Business, Human Resources, or related field AND 10+ years experience in human resources or related processes (e.g., hiring, training, performance management)
- OR equivalent experience.
- Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, CIPD).
- 4+ years experience with partnering with wide network of clients and across human resources to deliver effective business solutions.
HR Business Partnership IC5 – The typical base pay range for this role across the U.S. is USD $103,800 – $200,300 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 $133,700 – $219,200 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
Responsibilities
- People Plan – Collaborate with business leaders to identify business priorities and leverage the all-up HR People Plan to build consistency across the organization. You ensure alignment of the people plan, people programs, and tools with business strategic goals, and advise on the development and implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for the organization.
- Organizational Diagnostics – Partner with business leaders and peers in HR (e.g., Talent Management, Talent Acquisition, HR Business Insights etc.) leveraging the systems model, to diagnose talent management processes/programs, talent pyramid, talent needs, movement, compensation patterns, risks, business insights and interpret results to build recommendations based on data analyses. Use knowledge of the business to identify trends/themes, communicate finding and provide meaningful recommendations to senior leadership and HR teams. Translate data and insights into action and lead implementation of organizational solutions.
- Organizational Design – Collaborates with business leaders to interpret business needs and people priorities. Contributes to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for an assigned organization. Partners with business to monitor, execute, and continue to evolve and inform the design.
- Strategic Talent Management – Identify and predict current and future talent needs and influence the design and implementation of strategic talent management solutions in alignment with organizational strategy, data, and budgets. In partnership with other teams, design talent movement plans for critical roles and establish a talent pipeline. Identify strategies to influence talent development plans and programs and establish a roadmap to build capabilities by helping business leaders make decisions to build, buy, or borrow talent and assess impact of the decisions. Partner with Diversity and Inclusion to develop diversity and inclusion plans for a business and drive vital programmatic efforts.
- Change Design & Orchestration – Identify the needs for change and lead the implementation and adaption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization. Contribute to developing change management and communication plans in collaboration with the Communications and Transformation team and business leaders.
- Leadership & Team Performance – Interpret metrics to monitor and ensure leadership performance and identify strategies and action plans to enable leadership and team transformation. Design and manage the implementation of interventions to improve leadership and team performance and capability. Coach managers and leaders to facilitate organizational change and model our leadership principles and an inclusive environment.