Human Resources Director

Data Platform and Growth (DPG) is an exciting and fast evolving team with a mission to optimize and deliver industry leading technologies for Microsoft’s Experiences + Devices (E+D) division, which are used by our Customers around the world. The organization is responsible for E+D’s strategy, E+D’s data platform, product-led growth of M365 Copilot + M365 Core, and growth of Viva and its role driving Copilot customer transformation. We are looking for a passionate, high energy Human Resources (HR) Director to partner with business teams and leading HR Business partner team for this business. The client business team has multiples of thousands of employees, located across multiple countries. 

This HR Director manages a team to assess data and present insights and recommendations on leadership and team effectiveness, diversity and inclusion, and organizational health.  In addition, this role has people management responsibilities including driving employee growth and development, executing projects, and managing performance.

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

• Strategic Talent Management
  • Partners with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client, organization, or time zone. Contributes to expanding the workforce diversity of the clients’ organization and building inclusive leadership practices. Partners with Global Talent Acquisition (GTA) to align on the Diversity and Inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization.
  • Implements talent movement plans in partnership with Talent Management and Talent Development Management (TDM) by identifying potential successors using business insights and data. Drives operational processes and works with others (e.g., managers, Compensation and Benefits) to ready successors and place them in the new role.
  • Identifies talent strengths and needs through ongoing assessment of business needs. Partners with Talent Management to translate business priorities into talent management outcomes. Design approaches to help business leaders make decisions to build, buy, or borrow talent and assess the impact of the decisions.
  • Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets. Collaborates with Total Rewards to understand the market competitiveness of the client organization's compensation and makes recommendations to improve engagement and retention through fiscal levers.
  • Participates in the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs. Leverages Talent, Learning, and Insights (TLI) solutions for culture, talent management, employee, leader and manager excellence, and learning and development. May work with Readiness on the onboarding, training and development of talent in the go to market space.

• Leadership & Team Performance
  • Assesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance. Assembles and provides summary status updates and guidance for leadership. Conducts one-on-one effectiveness coaching with experienced leaders to improve leadership capability or the resolution of leadership gaps. Coaches managers and leaders to facilitate organizational change and model an inclusive environment.
  • Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for a business group. Facilitates the leadership capability planning for an organization, client, or time zone. Executes strategies and action plans to transform leaders and teams to embody leadership principles.

• 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 re