HR Business Partner

Microsoft

Beijing China

Full time

Human Resources / People

Jan 26

This job is no longer accepting applications.

If you have passion for partnering with the business on driving org. and people agenda, if you take pride in enabling high quality execution of core HR processes, and if you also enjoy a fast-paced environment, please come to join us as a HR Business Partner in Microsoft China. In this role, you will enjoy a high performing and high psychological safe team environment. This role requires high learning agility, people acumen and resilience to drive constant changes and transformation, to enable organization and empower leaders/managers to achieve our China growth plan.

Responsibilities

  • 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. Translate business priorities into talent management outcomes and design approaches to help business leaders make talent decisions. Partner with other teams to implement talent movement plans, as well as develop and execute talent development plans and programs and the Diversity and Inclusion plan for an assigned organization.
  • Leadership & Team Performance - Assess and interpret leadership effectiveness and performance data and provide insights, guidance and recommendations based on findings. Identify where change is needed and contribute to the development of interventions to improve leadership and team performance. Facilitate leadership capability planning for an organization and execute on strategies and action plans to transform leaders and teams.
  • Strategy Clarity & Alignment - Translate business strategies into people and organizational priorities and lead the discussion with business leadership teams on the application and alignment of those priorities to achieve specific business goals. Identify gaps in the execution of business strategies and need for intervention to drive the clarity and effectiveness of strategy execution and lead the implementation of interventions.
  • Organizational Diagnostics - Partner and consult with peer HR disciplines on organizational diagnostics and lead the implementation of data-supported plans. Translate data into action, interpreting results of analyses provided by HRBI to identify trends/themes and providing recommendations about organizational strategies, goals and actions.
  • Change Design and Orchestration - Lead change efforts, identifying the need for change and directing the implementation of and adaptation to new or changing structures, cultural change, or programs/processes for an organization. Evaluate internal and external business drivers, environmental factors, risks and benefits to foster change adoption, and collaborate to develop change management strategies and training materials.

Knowledge, Skills and Abilities

  • Business Acumen - The 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.
  • Diversity Promotion - The ability to establish and promote diversity and inclusion in multiple aspects. This may include the ability to identify high-performing and diverse talent, acknowledge/provide accelerated development opportunities and available resources, create, and maintain an environment of objectivity, open communication, and respect.
  • Leadership Effectiveness - The ability to diagnose, coach and recommend solutions to enable leaders and leadership teams to collaborate and continuously transform themselves and their teams/org to deliver business results. The ability to coach leaders on fostering actions and behaviors that drive the desired culture.
  • Organizational Development - Knowledge and application of organizational development theory. This includes knowledge of organizational behavior, organizational capabilities and change management, and workforce planning and succession planning procedures.
  • Talent Management - Demonstrated proficiency in talent management strategy development, policy, plan and/or program design and implementation of strategies and offerings that will attract, retain and motivate employees and maximize the profitability of the business. Leads the design and implementation of talent management practices such as, but not limited to workforce planning, talent succession planning, performance measurement and feedback systems, competency models and career pathing necessary to achieve the business strategy.
  • Human Resources and Business Partnership - The ability to complement business purpose with Human Resources concepts. This includes having a broad knowledge of the overall business to understand its purpose coupled with the ability to recognize unique department/division purpose and contribution and bring awareness to the interdependencies. This also includes the ability to bring employment elements such as pay, benefits, etc. for departments or divisions into perspective and alignment with those of the overall business.
  • Systems Thinking - The ability to analyses and recognize how a system's parts interrelate and how sub-systems work overtime within the context of larger systems. This includes the ability to view systems with a broad perspective and identify overall structures, patterns, and cycles.

Qualifications

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. 

 

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.

 

Required/Minimum Qualifications

  • 8+ years of work experience with Human Resources or related processes (e.g., recruiting, training, talent management) with bachelor’s degree in Human Resources, Business or related field

Preferred Qualifications

  • Master's degree in Human Resources, Business, or related field
  • 2+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions.
  • Experience from working across countries and cultures is a plus.

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. 

 

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.

Benefits and Perks

  • Industry leading healthcare
  • Savings and investments
  • Giving programs
  • Educational resources
  • Maternity and paternity leave
  • Opportunities to network and connect
  • Discounts on products and services
  • Generous time away


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