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. You can help us achieve our mission.
Together, we are on a path to empower the world through learning. The Learning Program Director role will be responsible for ensuring responsible for developing in-business strategy for capability building for broad audiences (manager, employee) within a function and supporting its seamless implementation. It requires a professional to serve as thought leader in learning and development with broad and versatile program management, ability to translate strategy and business priorities into pragmatic initiatives around learning.
- Capability Building Strategy and Planning – You utilize business aspirations, strategies and plans to identify essential capabilities, clearly understand existing knowledge and skills and utilize the delta to formulate a comprehensive capability building strategy and plan. Within the context of this plan you integrate corporate capability building requirements to ensure an all up understanding of how we’ll meet both company-wide and organizational business and capability building goals and objectives.
- Program Design & Implementation – You lead the implementation of required learning and other core learning programs within the business and assist in the development of engagement and integration strategies. You develop, guide, and manage the implementation of learning programs and initiatives by identifying organizational needs, securing resources, communicating with stakeholders, and prioritizing work. You proactively build demand planning for required learning and other core learning programs.. You build and help maintain a fiscal year audience learning experience calendar with emphasis on core & common manager, GD&I and culture learning solutions.
- Qualitative and Quantitative Analysis and Application – You use diagnostics and data to define capability needs for the business, improve benchmarking, influence individuals to promote and consume and ultimately drive learning priorities for the fiscal year. You exchange information with others on organizational diagnostics, analysis, interpretation, and presentation techniques.
- Learning and Development Consulting – You consult with internal clients and external experts on learning and development solutions and best practices in the industry. You communicate learning and development opportunities and experiences to senior leaders and stakeholders to educate on, influence and promote buy-in, consumption and application of solutions and associated knowledge and skills. You partner with senior leaders and stakeholders in establishing manager/employee audience agenda for the business: Drive core & common, large solutions, capability building programs and experiences. Understand and drive required manager/employee learning path, offerings and experiences that comprise 80% of the manager/employee audience agenda. Curate appropriate in-business solutions where required (roughly 20% of audience agenda). Ensure program objectives are being met, highlight risks and dependencies, propose and implement mitigation plan.
- Change Management – You are an agile, change oriented leader, evaluating business drivers to make a case for change adoption. You operate well within the gray. You assess the risks and benefits of changes, develop effective change management strategies, and ensure communications and readiness materials are in place to facilitate the transition of learning programs/processes.
- People Management – You help employees identify growth opportunities, develop skills and build development plans. You drive the execution of projects. You establish and communicate performance expectations, identify and address gaps and monitor performance to ensure plans are met.
Knowledge, Skills and Abilities
Leadership Consultation: The ability to partner, influence and engage with senior business leaders in service of executing business strategies that will further business and organizational objectives.
Influencing for Impact: The ability to communicate effectively and successfully persuade and influences others. This includes mobilizing resources across organizational boundaries, interacting confidently with senior leaders of the organization, and confidently engaging in difficult or sometimes high-pressure situations.
Business Acumen: The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business’s competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs; and awareness of the environment for opportunities.
Organizational Capability: The ability to diagnose individual and organizational capability drivers and gaps that contribute to organizational performance and create strategies to improve organizational effectiveness.
Change Leadership: The ability to lead others in implementing change. This includes knowledge of corporate processes, organizational structures, and operations necessary to influence change. This also includes the ability to collaborate with management to ensure people, financial, and informational resources are aligned; ensure decisions are made quickly; develop a ‘when, what, how, and who’ communication plan; monitor progress of initiatives; and capture lessons learned.
Project Management: Knowledge of and the ability to carry out the process of planning, organizing, and managing tasks and resources to accomplish a well-defined objective. This includes the ability to manage and provide project deliverables, optimize the contribution of the people involved, and assess the impact of project decisions on quality, productivity, schedules, cost, performance, etc.
- 10+ years of experience building capability within large, complex organizations demonstrating excellent practice, program and/or project management OR 7+ years of experience in HR practices or program/project management with Bachelor’s degree in human resources, business or related field.
Additional or Preferred Qualifications
- Human Resources Professional Certification (e.g., PHR, SPHR, SHRM)
- Master’s degree in Human Resources, Business or related field
- 5+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions
- 5+ years of experience in people management
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.
Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.