Talent Enablement Leader - Culture & Employee Experience, Microsoft Security

Overview

Microsoft Security is one of the world's largest security organizations — spanning endpoint, identity, cloud, and data security — and one of Microsoft's fastest-growing businesses. It is building the next generation of security engineering — and that means building new kinds of engineers. The threat landscape is moving faster than traditional talent models can respond. New roles are emerging before job descriptions exist for them. The pipeline has to get ahead of demand, not react to it. 

As part of the Executive Office of the EVP of Microsoft Security, the Talent Enablement Leader activates the talent strategy and drives the enablement for Security Engineering's customer-facing teams — partnering with HR and engineering leadership on the pipeline, selection approach, career paths, and onboarding experience that enable these specialized roles to operate at steady state and support customers at getting to tangible outcomes.

Responsibilities

Build Pipeline and Capability for Customer-Facing Engineering Teams 

• Partner with HR and engineering leadership to activate the talent strategy and drive enablement for customer-facing engineering — including candidate profile, selection approach, internal mobility, onboarding, career path, and progression criteria. Scope and ownership boundaries will evolve as the model matures. 

• In partnership with HR and recruiting, shape the external attraction strategy for customer-facing engineering talent and embed these roles into Microsoft Security's talent brand. 

• Work with the Learning & Growth Lead and engineering leadership to define what skilling, readiness and progression look like at each career stage. 

Build University and Early-in-Career Pipelines 

• In partnership with HR, cultivate recruiting partnerships with universities that produce security engineering talent, with a focus on building durable relationships rather than transactional recruiting cycles. 

• Design early-in-career programs that give students and new graduates a meaningful pathway into Security Engineering. 

• Build the signal loop from early-career programs back to hiring decisions, team placements, and curriculum partnerships. 

Own New Employee Orientation and Onboarding 

• Redesign and run NEO and onboarding for Security Engineering — accelerating time-to-contribution and establishing AI-first expectations and team behaviors from day one. 

• Ensure the onboarding experience is coherent with how Security Engineering now operates and reflects the culture the team is building. 

• Track onboarding effectiveness and org health with rigor with an eye toward how we can activate the employee and culture experience.  

Consider the Adaptive Model  

• Partner with the AI Transformation Lead to support new hires to embrace an AI-first way of working and to learn from their best practices.  

• Surface talent capability gaps on the horizon and propose pipeline responses before demand arrives. 

• Document what works — selection criteria, ramp design, career path structure, sponsorship model — so the next emerging role launches faster and better. 

 

This role can sit anywhere in the United States.  

Qualifications

Required/minimum qualifications

• Bachelor's Degree in Business, Operations, Finance, or related field AND 6+ years experience in program management, process management, or process improvement
  • OR equivalent experience.

 Additional or preferred qualifications

• Master's Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR Bachelor's Degree in Business, Operations, Finance, or related field AND 12+ years experience in program management, process management, or process improvement OR equivalent experience.
• 10+ years of talent strategy, recruiting program design, workforce development, or related experience OR
• Proven ability to drive adoption through scalable resources and community engagement
• Proven ability to partner closely with matrixed teams and navigate across complex systems
• Demonstrated storytelling and content strategy skills
• Experience building talent pipelines, rotational programs, cohort tracks, or university partnerships at a technology company.
• Proven ability to design programs that scale — from early concept through operational maturity and self-sustaining motion.
• Cross-functional instincts: comfortable partnering with HR, recruiting, and engineering leadership simultaneously.
• Ability to hold both the individual candid