HR Manager (IC) Org

Job Description

• Drive impact and collaborate as business partners and trusted advisors. Understanding the business trends and people implications, connecting and integrating insights in order to diagnose and identify interventions needed to improve org effectiveness. Advances the business results in a customer obsessed culture, where we learn, grow and take risks to innovate and bring new ideas to market that create new and better outcomes for customers.
• Empower business leaders to lead: Assessing, interpreting, and presenting findings on leadership and organizational effectiveness. Holding leaders and teams accountable for behaviours and actions that drive the right culture and build the capabilities needed for a ready organization. Designing interventions that improve the leadership team and leadership effectiveness to achieve strategic imperatives for an organization. Conducting one-on-one coaching with senior leaders that results in improved leadership capability or the resolution of leadership gaps.
• Enable business strategy through people programs: Using the context and knowledge about the business & the talent needs to implement robust and right-sized people programs that support the achievement of business strategy. Actively supporting the adoption and success of a central service model for HR through reinforcing usage by leaders, managers and employees, and continually assessing work processes for opportunities to gain efficiency through moving work to the central service model. Working with a One Microsoft perspective representing and integrating business insights into COE programs and tools - enabling the design and delivery improvement of client-ready solutions and seeking every opportunity to leverage existing work and sharing best practices across the HR community.

Key elements of these people programs may include:

• Talent Management: In partnership with the Talent Management lead, the HR Manager enables the business to attract, retain and develop world changing talent to achieve business results today and in the future. Lead end-to-end talent management processes and practices to identify and respond to gaps in building forward-looking talent capabilities all-up. Acquire, develop, retain and reward diverse and pivotal talent, in partnership with business leaders. Partner with GTA on an end-to-end talent acquisition strategy to address current and future business needs. Connect externally with networks & communities to bring in world class talent and practices
• Organizational Effectiveness - Partner with and enable leaders to develop high-functioning orgs to achieve business goals and build culture. Develop holistic org and people plans for individual leadership teams in support of Microsoft people priorities and HR strategies. Leverage business acumen, competitive insights, external benchmarking, data, and best-in-class OD resources to inform decisions on org structures, processes, communication, and similar levers. Ensure that diagnostics of org challenges are accurate, effective, and take a holistic view of the organization. Design and implement well-thought through change plans that account for durable effect
• Leadership Effectiveness- Identify, develop and align leaders that can shift culture and drive business transformation and impact. Partner with leaders to diagnose, coach and provide solutions to enable our leaders and leadership teams to collaborate and continuously transform themselves and their teams/org to deliver business results. Take accountability for ensuring capable leaders with the right skills are in the right roles. Hold up the mirror to hold leaders and teams accountable for behaviors and actions that drive the new culture. Partner with leaders to build inclusive environment within their organizations
• Diversity and Inclusion: driving the engagement of business leaders to grow a diverse, balanced and representative talent population and game changing workforce who empowered to move our culture and business forward. Ensuring our early in career and diverse talent have career opportunities into and onwards within the organization, and strengthening our sourcing capability to map and secure a deep, broad and diverse pipeline.
• Employee Advocate: together the HR function ensures that the basics and foundational employment experience is consistent and sustainable, and a safe and compliant working environment is maintained. Building management capability to facilitate an open, inclusive, environment that enables effective employee relations. Accomplished in handling the most complex and nuanced employee relations cases, and is responsible for the management of employee concerns, while adhering to corporate, HR and legal policies, ensuring role is perceived as an objective employee resource and escalation path for unresolved issues. Analysing issues for trends, leading to efforts to reduce employee issues for an organization.
• Performance & Development: building manager capability in holding teams and individuals accountable for results, recognizing, rewarding and appropriately differentiating, in line with business impact. Accountable for the delivery annual rewards processes, and acting as a consultant to managers in addressing and managing individual & team performance. Collaborating with the India Compensation & Benefits Lead to ensure employees are provided clear and simple information on total reward and benefits; representing business needs into global compensation and incentives design.
• Additionally, each HR Team member has the opportunity to participate in cross company, global project work (design and/or execution) the achievement of One Microsoft business & HR strategy opportunities are tailored to the aspirations, capabilities & capacity of team members as required.

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• Business Acumen: applies understanding of how a business operates, financially and strategically, analyses key business drivers, and integrates insights into priorities and plans; distinguishes between business and people priorities and gives evidence of delivering tangible business impact
• Trusted Advisor: conveys professional depth and breadth and builds strong client relationships. Effectively influences clients, Experience in coaching senior leaders and demonstrating courage to challenge as appropriate
• Collaboration: Drives alignment and teamwork within a team, department, or across organizational boundaries. Combines resources and joins efforts to achieve company-wide goals.
• Influencing: Communicates and networks effectively. Successfully persuades and influences others.
• Judgement: Effectively scopes problems. Builds and applies a job-relevant knowledge base. Makes decisions with conviction
• Growth Mindset: embraces challenges, persists in face of setbacks, sees failure as essential to mastery, learns from criticism, finds lessons and inspiration in success of others
• Systems Thinking: ability to effectively diagnose the problem / opportunity and considering the solution as part of a larger network of complex interactions (i.e. seeing the solution from a range of perspectives)
• Data Driven: ability to effectively use tools and platforms to draw data insights and tell compelling business stories influence business decisions
• Ability to lead change across a complex and matrixed environment
• Ability to simplify, triangulate insights and create and execute high impact people plans
• Proactive and takes initiative boldly to anticipate, address and deliver results that impact the business
• High integrity to partner with business leaders as a trusted advisor, sounding board and mirror

Education Level Required : MBA or an advanced degree in HRYears of Experience Required : 4-6 years of relevant work experience working closely with business leaders in a dynamic complex setting with multiple functions

Keyskills :
recruitmentadministrationbusinessstrategyemployeeengagementacquisitionusinesstransfmation