Microsoft is searching for CEE HR Consulting Manager.
Responsibilities:
HR Solutions Consulting - You provide expert consulting services to managers and employees on HR programs, processes, and initiatives. You also engage with HR partners to influence decisions related to HR programs
Capability Building - You analyze data to identify training needs and recommend training solutions. You provide one-on-one consulting/coaching to managers on HR programs and processes based on training agenda
HR Projects & Programs - You drive the execution and implementation of HR programs and you serve as a liaison to collaborate with the Center of Excellence (COE) and a business, region, or geography
Data and Reporting - You conduct cross-functional data analysis, identify trends and escalated risks/concerns, and develop recommendations
Qualifications:
Negotiations - The ability to achieve mutually satisfying agreements in negotiations with others by listening to their objectives, acting as the company's representative to effectively communicate the company's objective, and seeking common ground and collaborative solutions
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 Management - The ability to define and implement procedures and/or technologies to deal with changes in the environment. This may include adapting to change, controlling change, and/or affecting change
Consulting - The skill to influence others, develop and maintain working relationships, and deliver results and/or expertise for a client in a professional manner
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
Human Resources Business Processes - Knowledge of Human Resources activities and business operations from beginning to end, including interactions with other business processes and functions
Human Resources Industry - Knowledge of human resources (HR) industry terminology, technology, research, and practice. This includes knowledge of HR operating environments, issues, trends, and federal, state, and local laws and regulations, and any applicable software
Human Resources Policies and Procedures - Knowledge of and ability to adhere to and update Human Resources policies, procedures, and practices
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
Legal And Regulatory Requirements - Knowledge of the rules, regulations, sanctions and other statutory requirements, guidelines, and instructions relating to governing bodies and organizations, both internally and externally
Business Knowledge - The ability to appreciate the technical nature of the business, as well as how a particular function relates to that industry and the competition
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
EEO Regulations - Knowledge of the rules, regulations, codes, sanctions and other statutory requirements, guidelines and instructions related to Equal Employment Opportunity (EEO) and workplace discrimination
Employee Interviewing - The ability to converse with people to gather information for purposes of recruitment, customer requirements, business needs, complaints, investigations, and other subjects
Human Resources Administration - Knowledge of and the ability to administer and manage the organization's Human Resources programs and processes, including resolving issues and answering relevant queries
Human Resources Analytics Tools - The ability to use and understand business intelligence and data analysis software and programs, such as an HRIS system, for the purpose of evaluating, interpreting, and organizing data related to human resources
Organizational Analysis - The ability to review quantitative or conceptual problems and situations, and draw valid conclusions from data presented for the purpose of business needs. This includes the ability to identify significant trends, relationships, and themes relevant to the organization
Training Best Practices - Knowledge of refined policies, procedures, processes, techniques, tools and methodologies that have been optimized for efficiency and effectiveness in employee training
Employment Law - Knowledge of federal, state, and local laws and regulations protecting employees from discriminatory treatment, unfair labor practices, unsafe work conditions, etc. This includes the knowledge of applicable planning requirements
Corporate Culture Enhancement - The ability to correlate the organizational culture to new initiatives in order to keep the culture continually evolving with modern concepts. This includes the ability to communicate corporate culture broadly to educate and engage associates, and understand the culture to complement business strategy. This also includes the ability to use culture to guide decision-making and to ensure the company values and culture are visible and recognizable to internal and external stakeholders
Employee Investigations - Knowledge of Investigations, the conduct of a review, exploration, examination, and/or evaluation of records, events, activities, claims, products, behaviors and other actions in order to discover information relevant to the objectives of the investigation. This includes the ability to address the result of the investigation according to policy and in the interest of the organization
Required/Minimum Qualifications:
10+ years of experience with Human Resources or business programs/processes or 5+ years of experience with Human Resources or business programs/processes with Bachelor’s degree