Senior Human Resources Business Program Manager

Are you passionate about driving strategic initiatives and standing up new ways of working? Join our dynamic Microsoft AI (MAI) Human Resources (HR) organization as a Senior Human Resources Business Program Manager and be at the forefront of transforming our HR Agile ways of working. In this role, you will have the opportunity to lead cross-functional projects that will shape the future of our organization. If you thrive in a fast-paced, innovative environment and are excited about making a significant impact, we want to hear from you

Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Qualifications

Required/Minimum Qualifications

• Bachelor's Degree in Business, Operations, Finance or related field AND 6+ years work experience in program management, process management, process improvement
  • OR equivalent experience.

Preferred Qualifications:

• Master's degree in business administration, Human Resources, or a related field.
• Experience in change management.
• Knowledge of HR systems and tools.
• Certification in project management (e.g., PMP, Agile).

Business Program Management IC5 - The typical base pay range for this role across the U.S. is USD $115,000 - $200,300 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $146,200 - $219,200 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:

Microsoft will accept applications for the role until November 12, 2024.

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.

Responsibilities

• Strategic Leadership: Partner with HR leader to drive HR Priority cycles and align HR strategies with business objectives, focusing on critical investment areas.

• Project Management: Lead and manage cross-functional projects, ensuring timely delivery and alignment with business goals.

• Agile Culture Development: Build and support an agile culture within the HR organization, enabling talent movement and strategic workforce planning.

• Stakeholder Engagement: Work closely with HR Leader, HR Business Partners, and other stakeholders to ensure effective communication and collaboration.

• Data Analysis: Analyze data to identify trends, insights, and opportunities for improvement within HR processes.

• Executive-Ready Presentations: Create compelling presentations for senior leadership, showcasing project progress, data insights, and strategic recommendations.

Specific Projects:

• Initial Assessment: Work on identifying root causes and proposing solutions for agility and speed of execution of HR Agile Model

• Agile Squad HR Model: PM HR squad cycle to support employee lifecycle, including onboarding, internal movement, performance management, and offboarding, inclusive of cycle deliverables and reporting.

• HR Retrospectives: Lead HR Squad retrospectives to continuously improve HR processes and practices

• Talent Movement Mechanisms: Partner with HR Leader to create mechanisms, parameters, and measurements to enable talent pooling and rotation within squads

• Other projects as needed, including but not limited to culture and people metrics

• Embody our culture and values

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