Microsoft HR Manager

Microsoft HR Manager
Microsoft Kenya - Non Location Specific, Kenya
Job description
HR Manager
Level: 63                                  
Comp Plan: C2
Closing Date: (internal and external) 28/09/14
We live in a big, beautiful, complex world that’s changing all the time. At Microsoft, we’re changing too. We have a new CEO, a new way of thinking and working, and new opportunities that call for radical new approaches combined with our expertise. We’re moving fast, but remain focused on what matters. And what matters is people. Empowering people to do more, to be more, to live more of the life they want to live. To us technology is a facilitator, an expeditor and enabler. Technology isn’t life, but it is life changing.

Microsoft Eastern/Southern Africa is a growing business which is based out of our major office in Kenya. The role will cover a number of countries including operations in Kenya, Rawanda, Uganda, Angola and the Indian Ocean Islands. Africa is a major area of focus for Microsoft, especially with our 4Africa initiative which is built on the dual beliefs that technology can accelerate growth for Africa, and Africa can also accelerate technology for the world.

Key Accountabilities:
- The Senior HR Manager is accountable for driving execution of HR plan for the organization. Contributes business perspective and client requirements to the development of the annual HR plan, which is formed by the HR Director. Commits to delivery of the HR plan within client(s) or business group(s). May deliver lateral work across assigned client or business (e.g. Employee Relations, Performance Management, Employee / Manager Development or Talent Planning and Management)
- Accountable for successful delivery of all HR programs and processes for the assigned client / business group. Key among these programs:
o Staffing Programs: Partners with Staffing Manager / Staffing Director to analyze the Workforce Plan and provide regular updates to client organization. Understands Global Diversity and Inclusion metrics and leverages opportunities to build diversity within the business.
o Employee Relations: Accountable for managing employee relations concerns, adhering to Microsoft and HR policy. Drives resolution of issues, in collaboration with partners in staffing and legal and escalates when necessary.
o Compensation and Benefits: Delivers Compensation and Benefits support for the client / business, in collaboration with COE resources.
o Performance Management: Accountable for delivery of Performance Management processes, including Mid-Year Check-In and Performance Review, and is accountable for delivering calibration sessions during Performance Review.
o Employee / Manager Development: Partners with COE resources to deliver Employee & Management Excellence programs and build capability and effectiveness in the line organization.
o Global Mobility: In fulfillment of the Workforce Plan, is accountable for ensuring that employees identified for international or domestic move are provided with appropriate support and resources from the Global Mobility organization, in fulfillment of Microsoft programs and while adhering to Microsoft policy. Works with Staffing partners and line clients to repatriate employees returning from assignment.
o MS Poll Planning: Supports business leaders in interpreting MS Poll results, and collaborates with these leaders to develop plans to address employee feedback. Collaborates with the HRBI team to ensure administration of the MS Poll follows COE guidance.
- Accountable for talent planning and management for the client / business, in fulfillment of the HR Plan.
o Identifies HIPO employees and drives delivery of local programs for this population, following direction from the COE regarding line / center program responsibilities.
o Designs and delivers talent review discussions, ensuring the client / business has opportunity to review, discuss, and drive development for this talent pool. Collaborates with HR Leadership to design talent planning solutions that will fulfill the HR Plan and serve the business. Supports delivery of People Review for the business through research and delivery of inputs to the People Review deck. Coordinates people planning and movement, in collaboration with business leaders and HR leaders.
o Consults with client to drive organization design and execution of re-organizations. Develops change management plan, manages communications and announcements. Coaches leaders on talent selection, managing impacts to individual employees. Manages re-deployment and force reduction.
o Execute reductions and employee communication per program, coordinating with legal and mitigating risk where appropriate.
- Collaborates with HR leadership and business leadership to diagnose and identify interventions needed to improve organizational effectiveness for client org. Is accountable for successful execution of organizational restructuring, in partnership with business leaders.
- Enables the business to fulfill its D&I strategy. Works with business leaders to ensure understanding of the D&I objectives, and assists to implement D&I plan developed by HR leaders.
- Supports HR-related communications rollouts for client / area / site, ensuring that client / business is prepared to address HR programs and processes with accuracy and following the HR calendar. Collaborates with appropriate COE organizations to gather information, address concerns proactively, and ensure business compliance with HR programs.
- In partnership with HR leaders, is accountable for the organizational health of the client / business, and contributes to efforts to shape and evolve the business culture.
- May have direct responsibility for HR Managers as a people manager, and in this role, is accountable to follow the Microsoft Management Priorities: to attract and develop talent, deliver results through teamwork, and role model Microsoft values.
- May have accountability for horizontal work across the organization (e.g. driving HR program rollout and execution across the organization).
- Ensures the client / business organization follows Microsoft and HR policies and regulations, as well as local workforce laws. Ensures business leaders are making decisions and taking actions that are in accordance with them.

Skills and Qualifications
- Ability to manage HR Programs in a complex and matrix business environment
- Strong communications skills
- Strong analytical skills with ability to apply quantitative analysis to HR programmatic outcomes to assess opportunity for continuous improvement
- Strong business acumen and people acumen, and ability to influence business leaders at an executive level
- Ability to partner across HR to deliver effective business solutions
- Demonstrated exceptional people management and leadership capabilities
- Experience with delivery of HR cycle
- Employee Relations - Build management capability to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations. Ensure role is perceived as an objective employee resource and escalation path for unresolved employee relations issues.
- Depth of experience with delivery of HR cycle

Education and Experience
Education Level Required:
- BS/BA degree required, MBA or an advanced degree in HR preferred
Years of Experience Required
- 7+ years of relevant work experience
Languages Required:
- Fluent in English. French language skills would be beneficial but not essential

Microsoft is an equal opportunity employer and supports workforce diversity
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