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HR Manager - APAC HR Consulting

9-12 years
Not Specified

Job Description

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world.
To help us achieve this mission, the APAC HR Team is looking for an experienced HR professional to contribute on building a sustainable and scalable HR Operating Model, which empowers all employees across our APAC region.
This role will manage several scalable solutions across APAC and will be involved on a day to day base in the following countries in APAC: Korea, Singapore, Thailand and Vietnam.
The role can be based in: Indonesia, Malaysia, Philippines and Thailand.
HR Solutions Consulting
  • Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives represents their focus area in the broader HR community influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership.
  • Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP) and business leaders generates and/or presents trends and insights on organizational health solutions recommends action plans to business leaders based on analytics and business/local needs.

Capability Building
  • Identifies the appropriate approach and leverages resources to enhance manager and employee capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations at scale.
  • Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards).
  • Identifies and aggregates needs and gaps within the business, region, or geography supported develops implementation plans to address the gaps identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective solutions as needed.

HR Project and Programs
  • Partners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects) manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.
  • Leads the design and implementation of local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography provides project guidance related to prioritization, timelines, budget, resourcing, and impact.
  • Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (CoE) guides others in the implementation of communication messages collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.

Employee Relations
  • Directs the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal profession as appropriate recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment.
  • Assists/Partners with Employee Relations Investigations Team (WIT) or Office of Legal Compliance (OLC) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography may lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.
  • Interprets trends in employee relations issues designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.

Operational Compliance
  • Interprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.
  • Leads the localization/update of policies and procedures related to managed projects and programs establishes partnerships with Human Resources policy owners and relevant stakeholders may lead efforts to update policies (e.g., benefits-related) in collaboration with peer Human Resource (HR) disciplines (e.g., Country HR Lead or HR Shared Services Support).

required/minimum qualifications
  • 9+ years experience with human resources
    • or bachelor's degree and 7+ years experience with human resources or business programs/processes.

additional or preferred qualifications
  • 5+ years of hr manager/business partner experience
  • 3+ years employee relations experience.
  • senior professional in human resources (sphr)/society for human resources management-certified professional (shrm-cp).

knowledge, skills, abilities
  • human resources programs - knowledge of the development and implementation process of a human resources program. this may include the ability to plan, design, implement, and/or ensure compliance for human resources programs used throughout the company.
  • consulting - the skill to influence others, develop and maintain working relationships, and deliver results and/or expertise for a client in a professional manner.
  • 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.
  • change leadership facilitation - the ability to lead others in implementing change. this includes knowledge of corporate processes, organizational structures, and operations necessary to influence change. this also includes the ability to collaborate with management to ensure people, financial, and informational resources are aligned ensure decisions are made quickly develop a ‘when, what, how, and who communication plan monitor progress of initiatives and capture lessons learned.
  • data analysis - the ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. this includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.

Job Details

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About Microsoft

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. 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.

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