HR Consulting

le contenu du travail

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 purpose for this role is to be a senior contributor and project leader within the local HR Consultant team in Germany.

It will be a core responsibility of this role to establish and maintain a close relationship within the local HR and the respective Business teams across One Microsoft in Germany, within the EMEA HRC community and the respective corporate COEs , providing HR consultant support and guidance to find data-driven solutions that shape and drive our reactive and proactive manager capability outreach, and influencing the execution and adoption of the related solutions. This role will influence and consult on best practices and emerging trends to activate the HR consultant role across the HR and business lifecycle.

The role works across leadership teams and business units, leading dialogues within HR and the most senior executives about needs, priorities, and opportunities to drive clarity and ensure strong partnerships and the adoption of recommendations. A strong network and partnership across Germany is critical to ensuring a common understanding of HR related initiatives.

The role will analyse a wide variety of data and various tools and methodologies, providing insights to stakeholders and recommending solutions in support of the local and EMEA wide HR consultant portfolio and offerings.

Responsibilities

HR Project and Programs (40%)

• Partners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.
• Leads the design and implementation of local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography; provides project guidance related to prioritization, timelines, budget, resourcing, and impact.
• Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE); guides others in the implementation of communication messages; collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.
  

Capability Building (30%)

• Identifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations.
• Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication).
• Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective trainings as needed.
  

HR Solutions Consulting (10%)

• Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; represents their focus area in the broader HR community; influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership.
• Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); generates and/or presents trends and insights on organizational health solutions; recommends action plans to business leaders based on analytics and business/local needs.
  

Employee Relations (5%)

• Directs the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal profession as appropriate; recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment.
• Assists/Partners with Employee Relations Investigations Team (ERIT) or Office of Legal Compliance (OLC) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.
• Interprets trends in employee relations issues; designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.
  

Operational Compliance (5%)

• Interprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.
• Leads the localization/update of policies and procedures related to managed projects and programs; establishes partnerships with Human Resources policy owners and relevant stakeholders; may lead efforts to update policies (e.g., benefits-related) in collaboration with peer Human Resource (HR) disciplines (e.g., HR Shared Services Support).
  

Queue Management (5%)

• Manages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and manager; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.
  

Other (5%)

• Embody our culture and values
  

Qualifications

Required/Minimum Qualifications

• 9+ years experience with Human Resources or Business programs/processes
  

OR Bachelor’s Degree AND 7+ years experience with Human Resources or Business programs/processes.

• Fluency in both German and English languages.
  

Additional Or Preferred Qualifications

• 3+ years Employee Relations experience.
• Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).
  

Preferred Capabilities

• Expertise in and a passion for HR strategy and programmes with clear evidence of delivering impactful outcomes in this space
• Proven ability to collaborate and consult with senior HR and Business leaders, aligning strategic programs around manager capabilities, with business strategies
• Able to design, lead and manage change management programs with virtual teams, with proven embedded results
• Abiltiy to use data, for analysis and insights, to enable data led consulting for workforce representation and culture.
• Critical Systems thinking: the ability to understand, develop, and influence processes and models to achieve desired outcomes
• Strong collaborator, communicator and presenter with a Global mindset
• Personal people management experience would be highly welcomed
  

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. 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.