JOBS: Senior HR Consultant at Microsoft

If you are passionate to be a catalyst of culture change, trust that we can learn it all; if you are willing to make others great and not in fear of facing challenges; if you like data and feel excited about data-driven HR solutions; if you are looking for a pioneer HR career development opportunity, please come join us in the MEA HR Consulting team at Microsoft.  We are seeking an experienced HR Consultant based in Israel who will be a key member of the client facing HR teams, and enabling a Microsoft culture where all managers and employees can thrive.

Responsibilities

Employee Relations

• Leads the diagnostics and resolution of issues with increasing complexity 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 professions as appropriate; recommends solutions to address issues based on established principles and culture, 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.
• Identifies, raises, or escalates issues for trends in employee relations; works with their team to implement solutions to reduce employee relations issues for a business, region, or geography by collaborating with Human Resources and business partners (i.e., managers and employees).

HR Solutions Consulting

• Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives; engages and collaborates with HR partners to influence the decision-making related to managed programs, processes, and initiatives; analyzes the situations for a business, region, or geography and offers perspectives as a subject matter expert.
• Conducts, informs, and/or participates in cross-functional data analysis related to processes managed, with data supported by Human Resources Business Intelligence (HRBI)/Human Resources (HR) Report; partners with Human Resources Business Partners (HRBP) on organizational health diagnostics to identify and present trends/insights in a structured way; escalates risks and concerns related to organizational health. Interprets reports based on the business/local context; makes ad-hoc, data-driven recommendations by doing research and communicating with business leaders.

Capability Building

• Conducts one-on-one consulting/coaching with managers on performance management and development-related processes based on established training agenda and communication plans; conducts or designs training sessions/events for employees and managers.
• In partnership with peer Human Resource (HR) disciplines and professions (e.g., Talent Management, Learning and Development), manages/implements scalable capability building projects, programs, and/or other initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication) by leveraging existing resources/solutions to mitigate duplicated efforts for a business, region, or geography.
• Uses data to participate in identifying and anticipating training needs within a business, region, or geography; recommends customized solutions (e.g., training, communication) to address capability gaps, and coordinates and/or delivers training.

HR Project and Programs

• Drives the execution, implementation, and/or operation of scalable Human Resources programs (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); acts as a liaison to collaborate with Center of Excellence (CoE) and a business, region, or geography.
• Leads the design and implementation of local HR projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on the unique needs of a business, region, or geography.
• Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE) and customizes the messages (e.g., resource documents, training documents, presentations, web-based information) for a business, region, or geography.

Operational Compliance

• Understands and applies Microsoft values and current HR policies regarding managed projects and programs (e.g., leave and retirement, immigration, performance improvement program); advises employees and managers on compliance to policies and procedures.
• Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to Human Resource (HR) partners (e.g., HRBP); may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines (e.g., HR Shared Services Support).

Queue Management

• In partnership with peer disciplines (e.g., Human Resources Shared Services Support/Operations Management), manages queries coming through the Customer Relationship Management (CRM)/queue management system; ensures appropriate documentation by adhering to Microsoft and HR policies; shares feedback/suggestions with shared services regarding the use and continued improvement of the tools.

Qualifications

To be successful in this role you should have 7+ years’ experience as an HR professional, including experience in partnering and coaching managers on how to bring out the best in their team. You should have demonstrated experience in managing and resolving individual ER cases and in implementing and facilitating capability initiatives that enhance the employee experience.  You are passionate about HR having direct impact on business results and you will be able to demonstrate the following attributes:

• Curiosity to understand our business and question the seemingly obvious.
• Strong communication, collaboration, relationship management and influencing skills.
• Project management and Program Management skills – demonstrable experience in planning and implementing end-to-end processes.
• Experience of a matrix reporting environment would be an advantage.
• Ability to deal with ambiguity, and achieve results in a fast-paced, distributed team environment

Required/Minimum Qualifications

• 7+ years experience with Human Resources or Business programs/processes
• OR Bachelor’s Degree AND 5+ years experience with Human Resources or Business programs/processes.

Additional or Preferred Qualifications

• Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).