Microsoft

Published: Sunday, 27 December 2020

HR Business Partner at Microsoft


Job Description

Senior HRBP partnering the Sales, Marketing & Operations VP, together with the leadership team, responsible for Asia Pacific Responsibilities Change Design and Orchestration Change Management - You identify the needs for change and lead the implementation and adaption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization, client, or time zone; you contribute to developing change management and communication plans in collaboration with the Communications team and business leaders. Change Implementation - You evaluate internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers; you assess risks and benefits to ensure project feasibility, and collaborate with business leaders or HR partners to develop effective change-management strategies and training materials. Leadership and Team Performance Mentorship - You assess data, interpret information, and present insights and recommendations on leadership effectiveness and performance; you assemble and provide summary status updates and guidance for senior level leadership; you conduct one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps; you coach managers and leaders to facilitate organizational change and model an inclusive environment. Intervention Implementation - You identify where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for a business group; you facilitate the leadership capability planning for an organization, client, or time zone; you execute on strategies and action plans to transform leaders and teams to embody leadership principles. Organizational Design Execution - You collaborate with business leaders to interpret business needs and people priorities; you contribute to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for an assigned organization; you partner with business to monitor, execute, and continue to evolve and inform the design. Organizational Diagnostics Collaboration - You partner and consult with peer HR disciplines (e.g., Talent Management, Organization Development, HR Business Insights) on leveraging the systems model, diagnosing talent pyramid and talent management processes/programs, interpreting results, and building recommendations based on data analyses; you assess, interpret, and present findings on organizational effectiveness, and you design and implement assessments or solutions for an organization. Data Interpretation - You interpret results of analyses provided by HR Business Insights on talent management processes (e.g., attrition, movement, polls, compensation patterns), talent needs, and risks; you identify trends/themes, communicate findings with the business as well as the broader HR community, and provide recommendations to senior leadership about organizational strategies, goals, and actions; you use knowledge of the business to frame data in a meaningful way when making recommendations; you translate data into action and lead the implementation of data-supported plans. People Plan Holistic People Plan Implementation - You identify gaps in current people plan, people programs, and tools to develop critical skills and maintain productivity; you lead the implementation of the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture); you participate in creating the people plan for an assigned client, organization, or time zone. Strategic Talent Management Client Strategy - You identify talent strengths and needs through ongoing assessment of business needs; you partner with Talent Management to translate business priorities into talent management outcomes; you design approaches to help business leaders make decisions to build, buy, or borrow talent and assess impact of the decisions. Talent Management Implementation - You assist in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets; you collaborate with Total Rewards to understand the market competitiveness of the client organization's compensation and make recommendations to improve engagement and retention through fiscal levers. Talent Movement Plan - You implement talent movement plans in partnership with Talent Management and Talent Development Management (TDM) by identifying potential successors using business insights and data; you drive operational processes and work with others (e.g., managers, Compensation and Benefits) to ready successors and place them in the new role. Talent Development Plan - You participate in the development and implementation of talent development plans and programs, in partnership with Talent Management, by analyzing and interpreting business and talent needs; you leverage Talent, Learning, and Insights (TLI) solutions for culture, talent management, employee, leader and manager excellence, and learning and development; you may work with Readiness on the onboarding, training and development of talent in the go to market space. Diversity and Inclusion - You partner with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client, organization, or time zone; you contribute to expanding the workforce diversity of the client’s organization and building inclusive leadership practices; you partner with Global Talent Acquisition (GTA) to align on the Diversity and Inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization. Strategy Clarity and Alignment Strategy Plan Execution - You translate business strategies into people and organizational priorities; you lead the discussion with the business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or time zone. Strategy Plan Interventions - You identify gaps in the execution of business strategies and guide business leadership on clarifying and executing business strategies for an assigned client, organization, or time zone; you identify needs for interventions to drive clarity and address gaps in strategy execution; you lead the implementation of interventions. Qualifications Required/Minimum Qualifications 9+ years of work experience with human resources processes or related (e.g., hiring, training, performance management) OR Bachelor’s Degree in Human Resources, Business, or related field AND 7+ 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). 3+ years of experience with partnering with wide network of clients and across human resources to deliver effective business solution 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. Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work. Show more


Original Joblink : https://sg.linkedin.com/jobs/view/hr-business-partner-at-microsoft-2344108129 

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Country: Singapore
Employment Type: Full time
Salary: Open
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