Senior Manager, People Strategy & Planning

at  Microsoft

In People Strategy and Planning (Corporate Human Resources) we aspire to provide strategic guidance and support to lead and facilitate Human Resources (HR) planning and decision-making processes that strengthen the organization’s performance and impact. When we do these things well, we see our work reflected in an organization and culture we can all be proud of.
We are seeking a Senior Manager, People Strategy & Planning who is interested in applying their business management and analytical skills in HR. As a member of the People Strategy & Planning (PSP) team you will partner closely with the Corporate HR Corporate Vice President (CVP) business management office and Chief Human Resources Officer (CHRO) office to collaborate with HR program owners and key stakeholders to help drive vital business planning and governance workstreams. This opportunity will allow you to deepen and extend core business knowledge, skills, and abilities (cross team communication, project management, team facilitation, strategic thinking, etc.) while also providing you access and the ability to influence how we hold ourselves accountable to the overall enterprise people strategy.
Microsoft’s mission is to empower every person and every organization on the planet to achieve more, and we are dedicated to this mission across every aspect of our company. Our culture is centered on embracing a growth mindset and encouraging teams and leaders to bring their best each day. Join us and help shape the future of the world.

REQUIRED/MINIMUM QUALIFICATIONS

• Bachelor’s Degree in Business, Operations, Finance or related field AND 4+ years work experience in program management, process management, process improvement
• OR equivalent experience.

Additional or Preferred Qualifications

• Bachelor’s Degree in relevant field (e.g., Liberal Arts, Business Administration, Management, Computer Science) AND 6+ years’ experience in financial management, business planning, operations management, strategy, project management, human resources, or business-related roles
• OR Master’s Degree in relevant field (e.g., Liberal Arts, Business Administration, Management, Computer Science) AND 3+ years’ experience in financial management, business planning, operations management, strategy, project management, human resources, or business-related role
• OR equivalent experience.

Business Program Management IC4 - The typical base pay range for this role across the U.S. is USD $91,800 - $178,800 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 $117,900 - $195,000 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here: https://careers.microsoft.com/us/en/us-corporate-pay
Microsoft will accept applications for the role until May 1, 2024.
Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations

HR Portfolio Management and Governance

• Coordinate with program owners to align priorities with key performance indicators (KPIs), OKR’s, and metrics as part of overall integrated metrics reporting process. Includes gathering and tracking success criteria and performance metrics for PSP and management of the PSP scorecard and Key Performance Indicators [KPIs].
• Collaborate with internal stakeholders and teams to understand and identify current program risks, impact, and mitigation plans. Check alignment to strategy and document best practices for strategy execution.
• Partner w/key stakeholders to scope opportunities for strengthening HR PM and governance processes. Includes assisting with the identification and resolution of root problems (e.g., root-cause analysis), gathering requirements, tracking resource needs, creating project plans, and working across teams to align on the plan of record.

HR Planning

• Driver based forecasting & planning - uses understanding of the organization’s strategy and deliverables to help the team design scalable budgeting and forecasting processes. Works with key stakeholders to coordinate future investments.
• Partners with the PSP director and team to execute HR planning processes, ensuring coordination with corporate planning processes as well as planning integration across the broader HR organization.
• Works with cross-functional (e.g., finance) and cross-org stakeholders to design and implement scalable HR planning processes from initiation to delivery with minimal coaching. Consolidate content to produce collaterals (e.g., proposals, strategy walking deck, internal pitch content) that incorporate stakeholder needs and ensure business objectives are met.

People and HR Strategy

• Utilizes direction and strategy from HR leadership to help the team create and execute annual and multi-year plans and to shift current priorities to new organizational initiatives and objectives. Defines broad and specific impact, and the flow of communication to the organization. Assists with team efforts to drive buy in and adoption of change. Partners with comms on the development and execution of the change management and readiness content required to activate with key HR stakeholders.
• Conduct preliminary research on people data and initiatives by collecting information (e.g., financial statements, reports, analyses, stakeholder feedback); conducts analyses (e.g., financial modeling) and leverages analyses of others to supplement analyses. Drafts initial framing for strategic questions with input from broader team and contributes to structured output from analyses. Leverages research and data from others to include in business cases and proposal of options by the team as needed.