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  Lead the company’s approach to Flexible Work by identifying and conducting research on delivering a differentiated, industry-leading Flexible Work program that drives industry benchmarking on both current practices and future strategies and by providing strategic, horizon 3 thought-leadership to outline our aspirations for Flexible Work, exploring new ways of working to shift paradigms, embrace flexibility, create enduring connections, promote inclusion, and drive innovation.
• Lead experimentation in the Future of Work to define and evolve HR’s Future of Work vision and strategy, partnering with HR leaders from across various functions, influencing leadership on prioritization and execution of actions important to move Microsoft through the phases of the Future of Work maturity model, and initiating connections with Microsoft product/service teams to coordinate experimentation and share learnings.
• Lead envisioning and company guidance around engaging talent, defining strategies for optimizing the use of all forms of talent (regular employees, project-based employees, contractors, freelancers, etc.), delivering business-specific insights and recommendations to transform talent type selection and engagement, and partnering with HR and Procurement colleagues to deliver effortless user experiences for selecting and engaging the right type of talent for a given need.
• Lead the company’s global external staff risk management program, redesigning the program to shift from a broad approach to a more business/work specific approach, while developing flexible strategies to continue effectively managing risk in a dynamic global environment and partnering with corporate functions such as Procurement and Legal as well as stakeholders in each Area and country, facilitating a connected stakeholder ecosystem to ensure awareness and alignment of external staff related opportunities and initiatives.

Responsibilities

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.

Program Design and Implementation

• Defines global Talent Management strategy for Flexible Work (company-wide), Talent Engagement, External Staff Risk Management, and the Future of Work in HR; translating strategy into the design of major talent programs in alignment with Center of Excellence strategy by partnering with business and HR leadership, broader Talent Management community, and other organizations; drives engagement and talent strategy through others.
• Embeds the Microsoft cultural attributes (e.g., diversity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent programs/solutions for multiple organizations, lateral focus areas, or regions; holds teams accountable for applying and upholding cultural attributes, principles, and frameworks.
• Manages and oversees large-scale programs and/or leverages deep business acumen to identify and implement Talent Management program needs across businesses; coordinates with leadership to achieve alignment, overcome barriers, and ensure overall program success; defines future talent management initiatives by identifying short-term and long-term business needs.
• Develops, guides, and manages the execution of talent management programs by anticipating future organizational talent needs, identifying stakeholders and partners, and establishing priorities; holds teams accountable for project execution; analyzes business priorities and data to identify and develop talent management strategies.

Qualitative and Quantitative Analysis and Application

• Identifies and addresses critical gaps in talent management tools, methodologies, and principles through identification of business needs as well as industry trends and leading practices; drives the design and/or implementation of talent management tools to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
• Exchanges information with senior business leadership teams, internal HR, and external partners about business needs/insights, organizational diagnostic tools, and existing tools from the Center of Excellence, and develops integrated talent plans.

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.

Other

• Embody our culture and values

Qualifications

Required/Minimum Qualifications

• 15+ years experience in HR practices or Program/Project Management
  • OR Bachelor's Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or Program/Project Management.
• 6+ years experience managing large-scale or complex projects/programs.

Additional or Preferred Qualifications

• Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field.
• 5+ years People Management experience, either direct or indirect through team leadership.