The principal focus of this position is to provide strategic planning, design, development, implementation, and business consultation of Microsoft’s Performance and Development program. This leader will be expected to drive and prioritize program design and implementation, obtain executive support, gain feedback, and evangelize the performance management strategy to the HR community and business management.
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Ensure performance & development strategy, design, and execution support the company’s People Priorities and HR strategies, aligning with and advancing our cultural transformation.
Design and implement a new approach to peer and manager feedback to encourage effective sharing of perspectives and intake by the employee.
Partner closely with senior management and HR partners to drive complex programmatic changes by building the decision making framework, gaining buy in and quickly socializing the changes in a fast-paced environment; influence when major adjustments to design and approach are needed to respond to the company’s changing business and talent dynamics.
Manage the partnership with HR and line management to evangelize Microsoft’s performance & development strategy and respond to the client feedback loop in a manner consistent with overall philosophy. Actively seek “win-win” solutions.
Lead program design, implementation and/or continual improvement work streams; and in partnership with IT and Operations, find ways to strengthen process excellence and the employee experience through technological enhancements.
Work cross-organizationally and across project teams to create seamless experiences, consider interrelationships of programs and ideas, and drive continuous improvement and increased understanding of P&D by leveraging key partners, such as: Global Learning and Development, Talent (e.g. Career, Manager & Leader Experience), Compensation (Rewards), HR Operations, Corporate Communications, Global Diversity and Inclusion, HR Business Insights and HR Line.
Partner with the compensation team to provide guidance for and shared accountability in the successful execution of the annual rewards allocation process.
Hire, manage, lead and inspire a P&D Program Manager direct report to achieve results; work collaboratively with the broader Total Rewards organization, Learning & Development, Operations and IT partners to develop and implement P&D policies, programs and tools with global applications.
Ideal candidate
10 years of experience in the HR discipline, preferably with some experience in performance/talent strategy and design experience (and/or experience in HR line)
Extensive and proven success working “in the matrix” across multiple disciplines and stakeholders to successfully affect change and have impact
Demonstrated ability to span perspectives from C-suite executives to early-in-career employees, and a proven ability to work with senior managers and HR leaders in order to produce lasting change
Strong strategic and conceptual skills and the ability to translate into actionable plans and programs with a pragmatic approach to change management
Ability to program manage large change initiatives, and experience in project sponsorship and oversight of major implementations and cultural change initiatives
Ability to represent Microsoft externally with customers and in various professional organizations
Ability to envision, communicate and connect the relationship and impact of Performance & Development in support of Microsoft’s cultural direction and business results
Bachelor’s degree in business, human resources, psychology or related field, or equivalent experience
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