Senior Human Resources Business Partner - Microsoft Corporation

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission! We are looking for a **Senior** **Human Resources Business Partner (HRBP)** who is passionate about impacting a high growth and dynamic organization through strategic partnership with Engineering & Product leaders. You will be a member of the HRBP team supporting the Office Product Group (OPG) within Microsoft's Experiences & Devices division and will develop and drive the people agenda for a set of Engineering and Product leaders who lead the development of the Microsoft Office suite of productivity & collaboration software, including for M365 Co-Pilot. **Responsibilities** **Organizational Design** + Collaborates with business leaders to interpret business needs and people priorities; contributes to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for an assigned organization; partners with business to monitor, execute, and continue to evolve and inform the design. **Organizational Diagnostics** + Partners and consults with peer HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights) on leveraging the systems model, diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on data analyses; assesses, interprets, and presents findings on organizational effectiveness, and designs and implements assessments or solutions for an organization. + Interprets results of analyses provided by HR Business Insights on talent management processes (e.g., attrition, movement, polls, compensation patterns), talent needs, and risks; identifies trends/themes, communicates findings with the business as well as the broader HR community, and provides recommendations to senior leadership about organizational strategies, goals, and actions; uses knowledge of the business to frame data in a meaningful way when making recommendations; translates data into action and leads the implementation of data-supported plans. **Change Design & Orchestration** - Identifies the needs for change and leads the implementation and adaption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization, client, or time zone; contributes to developing change management and communication plans in collaboration with the Communications team and business leaders. - Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers; assesses risks and benefits to ensure project feasibility, and collaborates with business leaders or HR partners to develop effective change-management strategies and training materials. **Strategic Talent Management** - 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 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. - 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. **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 10+ 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 8+ years experience in human resources or related processes (e.g., hiring, training, performance management) + OR equivalent experience. **Additional or Preferred Qualifications** + Bachelor's Degree in Business, Human Resources, or related field AND 12+ years 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. + Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, CIPD). + 4+ years experience with partnering with wide network of clients and across human resources to deliver effective business solutions. HR Business Partnership IC5 - The typical base pay range for this role across the U.S. is USD $101,200 - $194,800 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 $130,000 - $213,200 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 May 17, 2024. 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 (https://careers.microsoft.com/us/en/accommodationrequest) . Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work. 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) .