Responsibilities (Text Only)
Capability Building You lead your area in 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 business, regional, or geographic leadership through scalable projects, programmes, and initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication). You identify the appropriate approach and use resources to enhance manager capability through one-on-one consulting/coaching with business leaders or by engaging relevant stakeholders and HR partners in capability-building conversations. You share learnings and best practices with your team. You identify and aggregate training needs within your business, region, or geography, develop implementation plans to address those needs, and partner with peer HR disciplines to develop and coordinate relevant training. Employee Relations You assist or partner with the Workplace Investigation Team (WIT), Business and Regulatory Investigation (BRI), and/or Global Employee Relations (GER) in serious case investigations and implement appropriate remediation in conjunction with your business, region, or geography, and other HR peers (e.g., HRBP, CELA Public Relations, Global Security, Benefits). You ensure appropriate documentation is in place and may lead investigations where resources are limited. You consult on navigating the nuances of investigations and partnerships. You interpret trends in employee relations issues and implement interventions or programmes to foster an open, inclusive, values-based environment that supports effective employee relations. You understand precedents and anticipate long-term impacts of short-term decisions. You connect with the broader external community to understand common challenges and address them at a broader or global scale. You identify changes in regulatory environments that may affect employee relations and recommend policy updates to align with evolving expectations. You direct the diagnostics and resolution of complex, high-risk issues related to policy or culture concerns, incidents, or threats—either independently or in collaboration with managers, HR, and Legal. You recommend systemic solutions while prioritising employee experience and may work with outside counsel to assess legal risks. HR Projects & Programmes You partner with Centres of Excellence (COE) to implement scalable HR solutions and programmes, making them relevant to your business or geography. You manage HR processes by reviewing progress and making recommendations on project or programme management. You lead HR projects or programmes (e.g., critical positions retention, mid-year performance checkpoint) tailored to your business, region, or geography, and provide input on implementation. You guide project prioritisation, timelines, budgets, resourcing, and impact. You align and integrate communication strategies from the COE, guide others in implementing messages, and collaborate with peer disciplines (e.g., HRBP) to gain stakeholder buy-in. You proactively identify HR peers to address business challenges collaboratively. HR Solutions Consulting You provide expert consulting services to managers and employees in one or more HR programme, process, or initiative focus areas. You influence the future direction of HR by synthesising insights and contributing your perspective, expertise, and leadership. You represent your focus area within the broader HR community. You generate and present trends and insights on organisational health solutions for relevant HR teams to act on. You recommend action plans to HR partners, business leaders, and GER based on analytics and local needs. You provide insights to HR leaders and executives to help them understand a holistic view of your country or geography and identify opportunities requiring HR intervention, making this information available in a timely manner. Operational Compliance You interpret and advocate Microsoft values and HR policy compliance for your business, region, or geography. You independently identify and raise needs, using judgement to mitigate risks by collaborating with Legal. You work with peers across businesses, regions, or geographies to share input and drive a standardised, scalable approach to compliance. You lead the localisation and updating of policies and procedures related to your projects, programmes, and ways of working. You establish partnerships with HR policy owners and relevant stakeholders and may lead efforts to update policies (e.g., benefits-related) in collaboration with peer HR disciplines.# Queue Management You respond to written correspondence, email, and other outreach from employees and managers, closing cases in a timely manner. You maintain your own queue hygiene and ensure documentation aligns with Microsoft and HR policies. You uphold information security and confidentiality. You manage, distribute, and oversee queries through the Customer Relationship Management (CRM)/queue management system for your business, region, or geography. You assess query severity and determine the appropriate management approach. You share feedback with senior advisors for AskHR regarding opportunities to improve problem-solving, escalation handling, and process efficiency
Qualifications (Text Only)
Required Qualifications - Extensive experience with Human Resources or Business programs/processes - OR Bachelor’s Degree AND substantial experience with Human Resources or Business programs/processes. - Multiple years Employee Relations experience. - Advanced knowledge of employment legislation in Ireland Additional or Preferred Qualification - Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP). - Human-centred experience focus - Experience in balancing risks to deliver compliant, mutually agreeable outcomes - Additional qualifications (e.g. mediation or associated skills) advantageous 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 requestvia 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. #J-18808-Ljbffr