HR GM Solutions, Customer Experience & Success

The HR GM Solutions, Customer Experience & Success (S, CE&S) leads a team of incredible HR Business Partners in support of Commercial Solution Areas (CSA) and CE&S (Customer Experience & Success). This is a fantastic opportunity to provide both direct HR leadership for two global MCAPS businesses at scale (~20,000 combined FTEs), and to deliver indirect leadership – role evolution, change management, skilling, planning, compensation, talent management - across the global STU (Specialist Team Unit) and CSU (Customer Success Unit) teams, while also serving as a member of the Geo-MCAPS HRLT.

These businesses are critical to our Microsoft sales strategy, execution and customer experience success, are front and center for the AI journey – both in landing our innovations with customers and as customer zero for our products (e.g. Services Copilot), and the unique makeup of the organizations require working across the broader Microsoft ecosystem – from Engineering, to Marketing, to Business Development to Finance to deliver success.

The Human Resources General Manager (HR GM) role leads the HR team responsible for the people strategy and practices across SCE&S organization. This role partners across business and HR to bring the full capability of Microsoft to bear in achieving organization excellence, talent strategy, and leadership capability in alignment with the People Plan.

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. Within HR at Microsoft, our mission is to empower the people who empower the planet. You can help us achieve our mission. 

Required/Minimum Qualifications 

• 10+ years’ work experience with Human Resources or related processes (e.g., hiring, training, performance management) 
• OR Bachelor's Degree in Human Resources, Business, or related field AND 9+ years of work experience with Human Resources or related processes (e.g., hiring, training, performance management). 

Additional or Preferred Qualifications 

• Master's Degree in Human Resources, Business, or related field. 
• Human Resources Professional Certification (e.g., PHR, SPHR, SHRM). 
• 5+ years’ experience with partnering with wide network of clients and across Human Resources to deliver effective business solutions.

HR Business Partnership M7 - The typical base pay range for this role across the U.S. is USD $200,900 - $326,400 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 $220,000 - $355,200 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 Janurary 17, 2025.

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. 

Organizational Design & Diagnostics 

• In partnership with HR leaders and/or business leaders, leads the holistic organizational planning (i.e., talent, structure, culture, process) based on business needs. 
• Leverages and adapts system models, uses diagnostics and data to analyze organizational problems, and leads improvements in talent pyramid, talent management processes/programs, employee satisfaction/engagement, and organizational effectiveness of the client organization. 
• Integrates disparate sources of information together based on the analyses provided by HR Business Insights. Interprets data, identifies trends/themes, and presents trends to senior leadership. Makes connections with the business as well as the broader system and HR community to identify if issues are systemic or acute. 

Change Design & Orchestration 

• Defines the direction and scope of change and leads changes to new or existing programs or processes for a client, organization, or time zone. Instills advanced, large-scale, and/or complex change management plans in structure, cultural change, or programs/processes.  
• Supports and guides organizational leadership team on their business and culture transformation process. 
• Applies understanding of internal and external business drivers to guide the leadership team through ongoing business evolution and changing ways of working. 

People Plan & Strategic Talent Management 

• Collaborates with business leaders to identify business priorities and provides strategy analysis to understand the implications of strategic choices within and across organizations. Ensures that the people strategies and organizational strategies are effective to achieve desired business outcomes. 
• Leads the efforts to identify gaps in the execution of business strategies and consults business leadership on clarifying and executing business strategies as an HR expert. Leads their team to develop and implement interventions. Ensures interventions improve the clarity of business strategies and address the gaps in strategy execution. 
• Influences the design and implementation of strategic talent management solutions (e.g., planning, movement, development) in partnership with Talent Management and business leadership. 
• Applies knowledge of the future direction of the organization to guide talent assessment and make decisions on talent needs and solutions (e.g., whether to build, buy, or borrow talent). 
• Leads the partnership with Diversity and Inclusion to develop Diversity and Inclusion plans for a business and drive 'vital few' programmatic efforts. 

Leadership & Team Performance 

• Provides oversight and insight for the top leaders at Microsoft. Leverages business understanding to connect leadership effectiveness plans with the broader Microsoft ecosystem. Interprets metrics to monitor and ensure leadership performance. Contracts for and provides executive coaching at the most senior levels of the organization to improve leadership capability, resolve leadership gaps, and drive business results. Coaches managers and leaders to facilitate organizational change and model an inclusive environment. 
• Designs and manages implementation of interventions that improve leadership and team performance to achieve strategic objectives across business groups. Drives and collaborates with a variety of functions on leadership capability and supports effective leadership team and/or other decision making bodies on critical issues. Identifies strategies and action plans to transform leaders and teams to embody leadership principles. 

Strategy Clarity & Alignment  

• Consults business executive teams in creating and translating business strategies to improve business results for an organization. Provides strategy analysis to understand the implications of strategic choices within and across organizations. 
• Leads team to develop, apply, and align people and organizational priorities with organization vision and execution. Ensures that the people strategies and organizational strategies are effective to achieve desired business outcomes.