Senior Human Resources Business Partner, Industry & Partner Sales - Microsoft Corporation

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. The **Industry and Partner Sales Human Resources (HR) Business Partner team** is looking for a **Senior Human Resources Business Partner (HRBP)** to partner with executive business leaders across the Microsoft Customer and Partner Solutions (MCAPS) Industry and Partner Sales (IPS) organization. This business is responsible for Microsoft's multi-billion-dollar global business spanning industry, partner and enterprise commercial teams. You will be part of a global HRBP team supporting the global Industry Sales Teams, Strategic Partnerships Team (SPT), the Enterprise Commercial Operations team, Global Partner Solutions (GPS), Industry Solutions Engineering and IPS Strategy & Operations. The strategic and global nature of this organization and the rapid pace of transformation brings increased challenge and complexity to this HRBP role. You will demonstrate exceptional business acumen and strategic thinking, along with a proven track record of change leadership in fast-paced, global environments to facilitate change management processes, foster a culture of innovation, and champion diversity and inclusion initiatives to contribute to the overall success and sustainability of the business. **Responsibilities** Leadership + Assesses data, interprets information, and presents insights and recommendations on leadership and team effectiveness and performance. Coaches managers and leaders to facilitate organizational change and model an inclusive environment. Facilitates discussions with leader or leadership team to develop next steps. Assembles and provides summary status updates and guidance for executive level leadership.Conducts one-on-one effectiveness coaching with executive leaders to improve leadership capability or the resolution of leadership gaps. + Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives and cultural transformation for a business group. Utilizes various strategies and resources to influence leaders to invest in change management. Facilitates the leadership capability planning for an organization, client, or geography. + Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers. Becomes involved with business strategy early and proactively to provide consultation and influence. 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. + Translates business strategies into people and organizational priorities. Partners with the business leadership teams and HR partners in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or geography. + Identifies needs for interventions to drive clarity and address gaps in strategy execution. Partners with experts (e.g., subject matter experts [SMEs], Centers of Excellence) to evaluate the effectiveness of the business strategy, model, and organizational structure to achieve business outcomes. Identifies gaps in the execution of business strategies and guides business leadership on clarifying and executing business strategies for an assigned client, organization, or geography. Organizational System + Identifies the need for change and executes the implementation and adaptation to structural or ownership/responsibility changes. Develops complex and/or impactful interventions, including re-organization and clarifying accountabilities, responsibilities, and decision rights. Contributes to developing change management and communication plans in collaboration with the Communications team and business leaders. + Works with business leaders to interpret business needs and define people priorities. Contributes to the design and/or integration of the holistic people plan (e.g., talent, structure, culture, process) for an assigned organization. Leads the execution of communication plan to inform business stakeholders of internal change. Partners with business to monitor, execute, and continue to evolve and inform the design. + Analyzes and interprets key people data (e.g., attrition, movement, polls, compensation patterns), to identify talent needs, and risks. Identifies trends/themes, communicates findings with the business, and provides recommendations to 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. Talent + Executes the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) in alignment with business leaders. Identifies, and facilitates discussions with business leaders to address gaps in current people plan, people programs, and tools to develop critical skills and meet current and future business needs. Identifies the necessary adjustments for individual clients based on needs. + Partners with Talent Management to translate business priorities into talent management outcomes. Identifies talent strengths and needs through ongoing assessment of business needs. Designs approaches to help business leaders make decisions to internally develop talent or recruit talent externally 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. Develops proactive and reactive retention strategy at large in partnership with key partners using monetary and non-monetary levers. + Partners with Diversity and Inclusion in developing the diversity and inclusion plan in collaboration with the assigned client, organization, or geography. Contributes to expanding the workforce diversity of the client's organization and building inclusive leadership practices. Partners with Talent Management and Global Talent Acquisition to align on the diversity and inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization. + Drives succession plan with business leaders, in partnership with Talent Managers or independently, by identifying potential successors using business insights and data. Drives assessment of readiness of talent and works with others (e.g., managers, Global Talent Acquisition [GTA]) to ready successors and place them in the new role. Identifies readiness gaps, and works in partnership with the HR system to close gaps and create readiness for next role. Creates skilling plans to address development gaps to increase readiness of successors for key roles in collaboration with business. Assesses risks in readiness plans, including the availability of roles for candidates ready for increased responsibility. Creates readiness with HR partners in order to get successors ready for the next role. + Drives strategic talent planning through deep understanding current and future business needs to develop and grow the talent pool. Uses knowledge of business to anticipate and meet talent needs. Leverages deep understanding of the organizational and people plans to ensure talent is aligned. Partners with business leaders, Talent Management, and HR leaders to create and execute a plan to develop talent. Utilizes resources for talent development (e.g., Learning & Development, coaching, mentoring). + Drives the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs. Other + Embody our culture and 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 1, 2024. 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) .