Microsoft is on a mission 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.
Microsoft’s Talent Architecture team operates within the company’s Talent, Diversity, Inclusion, and Learning (TDIL) organization. We provide and manage the work and skill architecture to light up end-to-end talent experiences and intelligence across leader, manager, and employee audiences in support of the company’s progress toward a Skills Forward Organization. We frame complex issues in simple terms, consult and influence senior executives on talent management priorities to future proof their businesses, leverage data and insights to influence across, and bring an experimentative and innovation mindset to push the boundaries including on leveraging Artificial Intelligence.
The
Senior Manager, Talent Management will be the owner for the market and business strategy relevancy of work and skill architecture for assigned domains consulting with businesses and HR teams on strategic requests and signals, consult on strategic skill projects like Internal Talent Marketplace, partner HR COE teams to work through complex issues keeping employee experience front and enter, etc.
The outputs of the team’s work are used at the core of talent programs across hiring/selection, career, internal talent marketplace, skilling, talent intelligence, strategic talent planning, succession planning, performance management, and total rewards.
Responsibilities
Talent Management Consulting
- Acts as a subject matter expert to consult internal clients on talent management solutions and best practices in the industry; proposes data-based recommendations to business leaders, leveraging knowledge of best practices and company policies and procedures, as well as related laws and regulations.
- Communicates talent management approaches to leaders and stakeholders (HR and business), often at the executive level, utilizing data to educate and influence buy-in and implementation of solutions.
- Follows, contributes to, reinforces, and may help to develop philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands; helps to develop tools and/or assessments that guide managers to make effective talent-related decisions.
Program Design and Implementation
- Drives the design and implementation of talent programs; presents ideas, business insight, and implementation approaches to HR leadership and business partners to increase the visibility of programs; assists in the development of engagement and integration strategies.
- Assists in building plans to integrate the Microsoft cultural attributes (e.g., diversity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent practices for organizations or lateral focus areas.
- Manages Talent Management initiatives by interpreting business needs and leveraging best practices; integrates solutions into other talent management processes and HR plans.
- Develops, guides, and manages the execution of talent management programs by identifying organizational talent needs, securing resources, communicating with stakeholders, and prioritizing work; drives programs by leveraging data to inform talent decisions.
Qualitative and Quantitative Analysis and Application
- Designs and/or implements talent management tools, methodologies, and principles to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
- Exchanges information with partners and peers in other disciplines on organizational diagnostics, analysis, interpretation, and presentation techniques.
Change Management
- Evaluates business drivers to make a case for change adoption; assesses risks and benefits of the changes, develops effective change-management strategies, and ensures communications and readiness materials are in place to facilitate the transition of Talent Management programs/processes.
Global Talent Strategy and Business Alignment
- Drives the design and implementation of talent programs/processes, learning programs, and key efforts of Center of Excellence and/or other business units; presents ideas, business insight, and implementation approaches to Human Resources leadership and business partners to increase the visibility of programs; assists in the development of engagement and integration strategies.
Other
- Embody our culture and values
Qualifications
Required/Minimum Qualifications
- 10+ years experience in HR practices or Program/Project Management
- OR Bachelor's Degree in Human Resources, Business, or related field AND 7+ years experience in HR practices or Program/Project Management.
- 3+ years experience managing large-scale or complex projects/programs.
Additional Or Preferred Qualifications
- Experience with developing, executing, and driving change for global, corporate Talent Initiatives, including consulting with and influencing senior business and HR leaders and stakeholders.
- Strategic thinking, demonstrated through execution of multi-faceted projects in Business or HR Initiatives.
- Effective communication and leadership skills, ability to work in a complex matrix environment essential for effective collaboration and driving organizational goals.
Talent Management IC5 - The typical base pay range for this role across the U.S. is USD $103,800 - $200,300 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 $133,700 - $219,200 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 October 20, 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.
