Sr. HR Manager - Consumer & Device Sales

Microsoft Corporation Bellevue , WA 98009

Posted 1 week ago

The Consumer and Device Sales (CDS) organization works with ecosystem partners to build, market and sell a winning portfolio that delights customers and creates fans around the world. We are on an exciting journey to bring Microsoft's ambitions to life through devices and solutions. CDS builds and sells the intelligent edge for the company and contributes to the intelligent cloud. It is a global organization with operations and talent in 85+ countries. If you're passionate about impacting the global ecosystem of partners and the customer experience on hundreds of millions of devices and solutions, then this is the team for you.

The purpose of the CDS HR team is to:

  • Accelerate and transform CDS to enable growth for Microsoft;

  • Transform leadership in business, people and culture; and

  • Be the stewards of or culture and talent.

The Senior HR Manager is a key member of a global CDS HR team in creating and driving the people agenda for CDS. In this role, you will partner with leaders driving sales organizations regionally as well as worldwide functions part of our WW Sales Team. Specifically, this role will partner with our CDS Leader for North America including Canada, our WW Channel and Devices Sales Leader, our WW Channel and Device Marketing Leader and our WW Category Leader. You will need to work with the business on org and people topics to transform existing business, accelerate progress of new business to create growth. In addition, you will lead and execute the end to end people plan for the business. Growth mindset, a can-do attitude with a sense of urgency, ability to prioritize are a must. Collaborating with teams across C&B, Incentive Comp, D&I, GTA, Talent Management, Global HR teams is critical.

Qualifications
7+ years of work experience with Human Resources or related processes (e.g., hiring, training, performance management). Successful candidates will be able to:

  • Operate strategically at a global level, lead through ambiguity, translate complex issues into simple impactful plans and effectively work with and through others.

  • Proactive, self-motivated, and team oriented. Strong global partnership abilities, relationship building and influencing skills with business leaders, strategic partners and HR community.

  • Ability to use data to generate organization and people insights, and in turn define and influence areas of focus, actions and decisions.

  • Ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs; and awareness of the environment for opportunities.

  • Demonstrated capabilities in organizational development, change management, coaching, and the ability to recognize trends and identify systemic approaches to solving problems.

  • Demonstrate success by applying fresh, creative thinking and a growth mindset to long-standing, complex challenges/problems resulting in high impact outcomes.

  • Demonstrated ability to achieve mutually satisfying agreements in negotiations with others by listening to their objectives, acting as the company's representative to effectively communicate the company's objective, and seeking common ground and collaborative solutions.

  • Demonstrated success in managing HR initiatives in a large, complex, matrixed, and global business environment. The skill to influence others, develop and maintain working relationships, and deliver results and/or expertise for a client in a professional manner.

  • Be must have excellent leadership, project management, data reporting and analytics, communication, and interpersonal skills.

  • Experience effectively balancing the needs of the business with the strategies of the company.

  • BS/BA degree required, MBA or advanced degree in HR or a related field preferred. Additional or Preferred Qualifications include Human Resources Professional Certification (e.g., PHR, SPHR, SHRM)

  • Role may require up to 20% international travel.

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.

Key accountabilities:

  • Business Partnership
  • Ability to design and implement HR strategies in alignment with both business and HR functional objectives. Understand the business and people priorities while collaborating across the system (both business and HR). Successfully deliver the people strategy for the organization and adjust along the way based on data, diagnostics and the evolution of the business.
  • Leadership Development and Leadership Team Performance
  • Partner with, and coach, managers and leaders to facilitate organizational growth and culture change. Provide insights through data on external and internal people trends to inform broader strategy, outcomes and actions.
  • Organization Diagnostics and Design | Change Management - lead and/or support of planned organizational changes which may include diagnostics, development and assessment of options, and implementation of change. Proactively diagnose and identify interventions needed to improve organizational effectiveness and advance the business results.

  • Strategic Talent Management play an important role in the development of strategic talent plans aligned with organizational strategy, starting with the identification of talent strengths and needs. You translate business priorities into talent management outcomes and design approaches to help business leaders make talent decisions. Be a part of our Succession Management Practice partnering with leaders and teams to implement talent movement plans, as well as develop and leadership development plans to ensure we have leaders ready for critical roles.

  • Inclusive culture - build leadership capability to facilitate an open, inclusive, Microsoft Values-based environment that enables effective employee relations. Reinforce Microsoft growth mindset culture and business values.

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Sr. HR Manager - Consumer & Device Sales

Microsoft Corporation