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Microsoft Corporation HR Director- PMO Global Talent Acquisition in Redmond, Washington

There has never been a better time to be in Talent Acquisition at Microsoft. The Project Management Office Director is a unique opportunity to lead a strong team responsible for managing a portfolio of projects across Global Talent Acquisition Excellence. We are looking for an experienced people manager, with strong program and change management skills who will work collaboratively across internal Microsoft stakeholders. The Global Talent Acquisition Excellence team is responsible to enable all programs, processes, policies, tools and technology to run recruiting for Microsoft globally. This role leads the Project Management Office and is responsible for Project Management, Readiness, Learning, Listening Systems and Support for Microsoft’s global recruiting organization. This role can be located in US or European Time Zones.


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.

Center of Excellence (CoE) Services

  • Sets long-term vision for the planning and prioritization of Center of Excellence (CoE) programs; holds their team accountable for the intake and ongoing adoption of company-wide programs; identifies strategic goals to guide the design of policy, process, and tools that can be operationalized and managed at scale.

  • Provides thought leadership and expertise to influence strategy to support program readiness in partnership with Human Resources (HR) partners and stakeholders.

  • Audits the process of gathering and prioritizing tool and process feedback from key operational stakeholders; analyzes needs for changes and communicates the impact of changes to program stakeholders.

Project Management

  • Identifies needs and leads their team in providing operational, infrastructure, and employee support analysis; provides industry-wide expertise and strategic insights to inform project management.

  • Translates Human Resources (HR) programs into operational project plans; defines the scope of work for projects; oversees requirements gathering; provides mitigation plans to address risks and issues in project execution.

  • Defines project objectives and success criteria; guides project management by providing resources needed and auditing progress and deliverables; partners with stakeholders/project sponsors/steering committee to evaluate project impact.

Solution Management

  • Manages global and wide-reaching Human Resources (HR) system domains and monitors system performance, prioritization of critical or complex issues, implementation of release management, and readiness for system changes; influences prioritization of system deployment based on analysis across systems and ensures alignment with the vision of how systems work together; provides an end-to-end view of the employee experience through systems.

  • Synthesizes business analyses from their team to drive business decisions; identifies trends on employee experience and provides clarity on future Human Resources (HR) strategies.

  • Provides input on the development of Key Performance Indicators (KPIs); influences partners to ensure that appropriate monitoring (i.e., data telemetry and systems) and maintenance is in place.

Operational Excellence and Compliance

  • Reviews business cases; provides broad perspectives across processes on risk areas; makes decisions to establish process and operating procedure documentation; provides oversight to business continuity strategy.

  • Leads their team to ensure gaps in handling data subject requests are identified and addressed; partners with Human Resources (HR), Engineering or compliance groups (e.g., CELA or external regulators) to address escalated non-compliance in data-handling and privacy or security incidents, or other unique processes involving regulations with high scrutiny and compliance; provides oversight for data privacy programs.

  • Oversees the internal audit issue remediation; consults on opportunities to formalize and enhance operational controls throughout the Human Resources (HR) landscape; shares best practices and supports controls optimization to increase compliance effectiveness and efficiency.


  • Embody our culture and values


Required/Minimum Qualifications

  • 11+ years experience in Operations, Compliance, Human Resources, Engineering, or related field

  • OR Bachelor's Degree in Human Resources, Business, or related field AND 9+ years experience in Operations, Compliance, Human Resources, Engineering, or related field.

  • People management experience

Additional or Preferred Qualifications

  • 6+ years people management experience.

Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form ( .

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.