Talent Acquisition Director, Engineering Security

Our Global Talent Acquisition team searches the globe for talent that is aligned to our mission and growth mindset culture and driven by teamwork and excited about the prospect of empowering billions. We are looking for a Talent Acquisition Director, Engineering Security for our Security organization with experience collaborating across Engineering, Human Resources, Finance, and Global Talent Acquisition teams. This leader will inspire and empower a team of Talent Acquisition people managers and recruiters to drive the development and implementation of innovative and impactful recruiting strategies and work across engineering and within end-to-end businesses.  

This leader will also contribute to the direction and evolution of the talent acquisition function at Microsoft and will be encouraged to make the function better. This is an organization that has demonstrated its desire to take risks and fail forward. Innovation does not come from playing it safe and creativity is not always obvious. This person will sit on a team where leaders have the confidence to be vulnerable to continue to learn and grow. This team respects diverse thought, differing opinions, and the power of enjoying the work.  

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.  

Responsibilities

People Management

• Managers deliver success through empowerment and accountability by modeling, coaching, and caring.
• Model - Live our culture; Embody our values; Practice our leadership principles.
• Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn.
• Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.

Stakeholder/Client Engagement

• Consults closely with the leaders and stakeholders outside of Global Talent Acquisition (GTA) and synthesizes business strategy and priorities to the rest of GTA organization and beyond. Applies broad knowledge of the strategic direction across Microsoft businesses to develop and advise business groups on long-term, cross-company recruiting strategies focused on critical talent needs. Partners with stakeholders to identify future talent needs and priorities and consult on Talent Acquisition matters. Influences HR and Finance to align on workforce planning initiatives that enable the optimization of demand and priorities for GTA to deliver against.
• Applies deep specialized knowledge of factors impacting current and future business state and talent needs, recognizes how factors interact with other business areas, and uses this knowledge to develop and implement long-term strategies and guide the development of hiring plans aligned to business needs and company-wide Talent Acquisition objectives. Works with team managers to allocate resources and strategically design proactive team engagement and delivery motions for the hiring plans, in alignment with forecast. Engages with high-level stakeholders and partners to develop and consult on hiring plans.
• Partners across business areas, organizations, and global regions to uncover patterns of talent (e.g., compete, diverse, nontraditional, unconsumed or runner-up candidates from previous searches) that are not typically considered. Meets differentiated talent needs and develops plans to promote and influence the company-wide adoption of differentiated talent. Understands the alternative talent pools available and leveraged by the team and continues to influence leaders and stakeholders and create buy-in with the business to support the team.

Data Analysis & Hiring Plans

• Proactively engages the business to share data analytics and insights to influence for improved hiring outcomes or optimization. Leads conversations with leaders across the company to address broad hiring issues, trends, and market insights. Works with technical and executive-level business leaders and draws on multiple sources, such as Competitive Inte