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We are seeking a strategic and dynamic Human Resources (HR) Director to lead within the HR4HR team, focusing on developing strategies, policies, and services to support and optimize the effectiveness of HR professionals.  

This unique role requires a leader with expertise not only in traditional HR functions but also in addressing the specific needs of HR practitioners. The HR Director, HR4HR will leverage advanced tools, analytics, and methodologies to enhance the performance, engagement, and well-being of the HR organization. By fostering a culture of continuous learning, innovation, and support, this role ensures HR professionals experience best-in-class services that enable them to excel. As a key driver of strategic alignment and operational excellence, the HR Director will empower the HR team to lead transformational initiatives and contribute to the broader success and growth of the organization. 

This position also oversees Microsoft’s HR Rotation Program (HR2P), a program designed to support and develop early-in-career HR professionals. The role involves strategic management of the program, including participant onboarding, leadership development, and fostering a supportive environment for growth during key transitions. This role will serve as a mentor and advocate, ensuring the program aligns with organizational goals and delivers a best-in-class experience for emerging HR talent.

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  – You play an important role in the development of strategic talent plans aligned with organizational strategy, starting with the identification of talent strengths and needs. You translate business priorities into talent management outcomes and design approaches to help business leaders make talent decisions. You partner with other teams to implement talent movement plans, as well as develop and execute talent development plans and programs and the Diversity and Inclusion plan for an assigned organization.

• Leadership and Team Performance  – You assess and interpret leadership effectiveness and performance data and provide insights, guidance, and recommendations based on findings. You identify where change is needed and contribute to the development of interventions to improve leadership and team performance. You facilitate leadership capability planning for an organization and execute on strategies and action plans to transform leaders and teams.

• People Plan  – You identify gaps in the current people plan, people programs and tools, and participate in the creation of the people plan for an assigned organization. You also lead the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for that organization.

• Change Design & Orchestration  – You lead change efforts, identifying the need for change and directing the implementation of and adaption to new or changing structures, cultural change, or programs/processes for an organization. You evaluate internal and external business drivers, environmental factors, risks and benefits to foster change adoption, and collaborate to develop change management strategies and training materials.

• Organizational Design – You contribute to the design and/or integration of the holistic organizational plan for an assigned organization. You partner with the business to interpret business needs and people priorities, as well as monitor, execute, and evolve the organizational design on an ongoing basis. You Assess, interpret, and present findings on organizational effectiveness design and implement organizational effectiveness assessments and solutions.  

• Organizational Diagnostics – You partner and consult with peer HR disciplines on organizational diagnostics and lead the implementation of data-supported plans. You translate data into action, interpreting results of analyses provided by HRBI to identify trends/themes and providing recommendations about organizational strategies, goals, and actions.

• Strategy Clarity and Alignment  – You translate business strategies into people and organizational priorities, and lead the discussion with business leadership teams on the application and alignment of those priorities to achieve specific business goals. You identify gaps in the execution of business strategies and need for intervention to drive the clarity and effectiveness of strategy execution, and lead the implementation of interventions.

• HRDASH Program Support – You will serve as the full time employee (FTE) contact for the HR Development and Skills Hub (HRDASH) program, in coordination with the vendor Program Manager.

• HR2P Program Management – You will be the HR Program Director for the HR Rotation Program (HR2P). This role is pivotal in shaping the program's strategy and vision, ensuring participants have a positive and enriching experience throughout the three-year program.

• Program Strategy and Vision:  Develop and implement the overall strategy and vision for HR2P, ensuring alignment with organizational goals and objectives.

• Participant Engagement:  Engage with program participants to ensure they have a positive and supportive experience throughout the three-year program. Provide guidance, mentorship, and support to help them succeed.

• HR Advisory Board Engagement:  Collaborate with the HR Advisory Board to gather insights, feedback, and support for the program. Ensure the board is informed and engaged in the program's progress and development.

• Program Operations:  Lead the day-to-day operations of the HR Rotation Program, including managing budgets, resources, and timelines. Ensure the program runs smoothly and efficiently.

• Continuous Improvement:  Continuously assess and improve the program based on feedback from participants, stakeholders, and industry best practices. Implement changes to enhance the program's effectiveness and impact.

• Stakeholder Collaboration:  Work closely with various stakeholders, including HR leaders, Chiefs of Staff, HR Business Partners, HR2P Manager, and external partners, to ensure the program meets its objectives and delivers value to the organization.

• Other - Embody our culture (https://careers.microsoft.com/v2/global/en/culture)  and values (https://www.microsoft.com/en-us/about/corporate-values)  

Qualifications

Required /Minimum *Qualifications: *

• Bachelor's Degree in Business, Human Resources, or related field AND 12+ 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 10+ years experience in human resources or related processes (e.g., hiring, training, performance management)

• OR equivalent experience.

*Preferred Qualifications: *

• 3+ years’ experience with partnering with a wide network of clients and across human resources to deliver effective business solutions. 

• 6+ years of HR program design, development, and management

HR Business Partnership M6 - The typical base pay range for this role across the U.S. is USD $129,200 - $273,400 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 $162,000 - $299,400 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

Microsoft will accept applications for the role until January 10, 2025.

Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations (https://careers.microsoft.com/v2/global/en/accessibility.html) .