Sr. Talent Management & Development Manager

Local Jobs Microsoft
  • United States, Redmond, WA View on Map
  • Post Date : October 14, 2020
  • Apply Before : November 13, 2020
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Job Description

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.

The Business Development, Worldwide Commercial Business, and Microsoft Consumer Business (BMW) HR team is responsible for accelerating the business, culture and people agenda for three core, portfolio businesses at Microsoft. Our BMW HR Consulting team provide world class HR service and solutions to 37,000 managers and employees.


Responsibilities

  • Inclusion and Execution of Cultural Attributes in Talent Related Work – You assist 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 (e.g., talent planning, succession planning) for organizations or lateral focus areas.
  • Acumen and Scale Leadership Required to Convert Business Requirements and Practices into Programs – You manage Talent Management initiatives by interpreting business needs and leveraging best practices; you integrate solutions into other talent management processes and HR plans.
  • Design and Strategy – You drive the design and implementation of talent programs (e.g., succession management, talent movement, leadership development, talent architecture); you present ideas, business insight, and implementation approaches to HR leadership and business partners to increase the visibility of programs; you assist in the development of engagement and integration strategies.
  • Execution – You develop, guide, and manage the execution of talent management programs (e.g., succession management, talent movement, leadership development, talent architecture) by identifying organizational talent needs, securing resources, communicating with stakeholders, and prioritizing work; you drive programs by leveraging data (e.g., bench strength, assessment data) to inform talent decisions.
  • Using Tools and/or Designing or Influencing Tools or Methodologies to Drive TM Outcomes – You design and/or implement talent management tools, methodologies, and principles (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
  • Partnership to Leverage and Provide Insights on Diagnostics – You exchange information with partners and peers in other disciplines on organizational diagnostics, analysis, interpretation, and presentation techniques.
  • Alignment – You communicate talent management approaches (e.g., talent planning, succession planning) to leaders and stakeholders (HR and business), often at the executive level, utilizing data to educate and influence buy-in and implementation of solutions.
  • Contribution and Accountability to Standards of TM Practices – You follow, contribute to, reinforce, and may help to develop philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands (e.g., succession management, talent discussions); you help to develop tools and/or assessments that guide managers to make effective talent-related decisions.
  • Subject Matter Expertise and Credibility (and Exposure) on TM Subjects in and outside of MS – You act as a subject matter expert to consult internal clients on talent management solutions and best practices in the industry; you propose data-based recommendations to business leaders, leveraging knowledge of best practices and company policies and procedures, as well as related laws and regulations.
  • Change Management Accountability – You evaluate business drivers to make a case for change adoption; you assess risks and benefits of the changes, develop effective change-management strategies, and ensure communications and readiness materials are in place to facilitate the transition of Talent Management programs/processes.
  • Contribution to Global Program Design – You drive the design and implementation of talent programs/processes, learning programs, and key efforts of Center of Excellence and/or other business units; you present ideas, business insight, and implementation approaches to HR leadership and business partners to increase the visibility of programs; you assist in the development of engagement and integration strategies. *Applies only for employees in Center of Excellence


Qualifications


Required/Minimum Qualifications

  • 10+ years experience in human resources practices or program/project management
  • OR Bachelor’s degree in Human Resources, Business, or related field AND 7+ years experience in human resources practices or program/project management.
  • 3+ 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
    • Human Resources Business Programs and Processes – Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions.This may include the ability to plan, design, implement, and/or ensure compliance for Human Resources programs used throughout the company.
    • Talent Programs – The ability to develop and implement talent programs aligned with business needs, including succession management, performance management, rewards and recognition, and other programs.
    • Leadership Development – Knoweldge of and ability to implement leadership development programs that focus on the strategic investment in human capital within the organization (e.g., talent identification and management, individual development planning, management development, 360 degree feedback, succession planning, mentoring and coaching).
    • 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.
    • Corporate Culture Enhancement – The ability to correlate the organizational culture to new initiatives in order to keep the culture continually evolving with modern concepts. This also includes the ability to use culture to guide decision-making and to ensure the company values and culture are visible and recognizable to internal and external stakeholders.
    • Global Talent Strategy and Business Alignment – You contribute to and help develop the philosophy, strategy, and standards for how talent management helps businesses respond to talent-related opportunities and demands.
    • Program Design & Implementation – You lead the design and implementation of talent programs/processes and key efforts of the COE, and assist in the development of engagement and integration strategies. You develop, guide, and manage the implementation of talent management programs and initiatives by identifying organizational talent needs, securing resources, communicating with stakeholders, and prioritizing work. You assist in building plans to integrate the Microsoft cultural attributes and talent frameworks into talent practices.
    • Talent Management Consulting – You are a subject matter expert, consulting with internal clients on talent management solutions and best practices in the industry. You help develop tools and/or assessments that guide managers to make effective talent-related decisions, and you communicate talent management approaches to senior leaders and stakeholders to educate on and influence buy-in and implementation of solutions.
    • Qualitative and Quantitative Analysis and Application – You design talent management tools, methodologies, and principles (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent. You exchange information with others on organizational diagnostics, analysis, interpretation, and presentation techniques.
    • Change Management – You are a change leader, evaluating business drivers to make a case for change adoption. 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 talent management programs/processes.

    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.

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