Human Resoures Jobs in Microsoft-Saudi Arabia

HR Manager (IC) - Org

Company NameMicrosoft  Company LocationRiyadh, SA

Microsoft is on a journey to reinvent productivity. This is your opportunity to help empower billions to achieve more. Your opportunity to be an HR leader who is future focused. Your opportunity to collaborate with a business that is passionate about the power of people and technology, to achieve something unique. Your opportunity to have the reach, inspiration and the freedom to impact the world.
We’re not looking for an individual who wants to start something new from scratch. We’re looking for an HR Leader who can take something that is already good, and make it even better. We’re looking for a collaborator who is transformational, who can build on the work of others and invite them in to build on your work. We’re looking for an enabler who has a growth mind-set, who is insatiably curious. We’re looking for an achiever who is not tied to past success, but who is obsessed with the future.
You will also be responsible for helping to drive the OneHR strategy in the subsidiary and this role will provide you with the opportunity to
Microsoft is currently looking for a Senior HR Manager to help to drive our people strategy in the Kingdom of Saudi Arabia. As a Senior HR Manager you will be responsible for directly partnering with a key line of business to deliver value added HR solutions to the business.

  • Coach & enable leaders to consistently embody the culture we need & improve the effectiveness of leadership teams, whilst also enhancing manager effectiveness & capability.
  • Partner on the diversity & inclusion agenda, driving tangible results, which create a collaborative and innovative environment that capitalizes on the diversity of our people and the inclusion of their ideas and solutions, and motivates employees to do their best for themselves and as a team.
  • Develop a strong muscle for collaborating and getting things done across the HR team supporting Microsoft’s businesses in Western Europe and colleagues all around the globe.
  • Identify, explore and leverage synergies across the HR team to maximize our collective business impact.
  • The HR Team

  • This role reports to Human Resources Director, Gulf & Saudi and will participate and be a part of the MEA HR team and also engage in specific Saudi Leadership Team initiatives as required to create a culture that attracts, develops and engages. The HR team partners very closely with Global Talent Acquisition (GTA), Total Rewards (TRO), HR Operations team (GHRO), the International Talent Management Team and the Global Segment HR Teams to drive market success and achieve growth for the company
  • Responsibilities
    • Drive impact and collaborate as business partners and trusted advisors. Understanding the business trends and people implications, connecting and integrating insights in order to diagnose and identify interventions needed to improve org effectiveness. Advances the business results in a customer obsessed culture, where we learn, grow and take risks to innovate and bring new ideas to market that create new and better outcomes for customers. Collaboration with the Country HR Leads by actively listening and coaching to help develop leadership teams, execute on segment and country priorities and lead highly impactful people strategies.
    • Empower business leaders to lead: Assessing, interpreting, and presenting findings on leadership and organizational effectiveness. Holding leaders and teams accountable for behaviours and actions that drive the right culture and build the capabilities needed for a ‘ready’ organization. Designing interventions that improve the leadership team and leadership effectiveness to achieve strategic imperatives for an organization. Conducting one-on-one coaching with senior leaders that results in improved leadership capability or the resolution of leadership gaps.
    • Enable business strategy through people programs: Using the context and knowledge about the business & the talent needs to implement robust and right-sized people programs that support the achievement of business strategy. Actively supporting the adoption and success of a central service model for HR through reinforcing usage by leaders, managers and employees, and continually assessing work processes for opportunities to gain efficiency through moving work to the central service model. Working with a ‘One Microsoft’ perspective representing and integrating business insights into COE programs and tools - enabling the design and delivery improvement of client-ready solutions and seeking every opportunity to leverage existing work and sharing best practices across the HR community.
    Key Elements Of These People Programs May Include
    • Talent Acquisition: partnering with the GTA, understanding the workforce plan, and ensuring a pipeline of talent with the capabilities needed for today and the future. Facilitating (and identifying opportunities for) global and cross business talent movement and identifying and driving plans to tackle the unique challenges associated with attracting, retaining, developing, motivating and rewarding best possible talent for the business.
    • Talent Management: accountable for talent planning ensuring the availability of the right people in the right jobs at the right time with the right capabilities. Developing leader and manager capability to consistently assess talent & identify future capability needs. Identifying and supporting the development of those with leadership potential. Enabling business leaders to undertake regular reviews of organizational strength and health, and make joined up decisions and action on talent movement and development plans.
    • Diversity and Inclusion: driving the engagement of business leaders to grow a diverse, balanced and representative talent population and game changing workforce who empowered to move our culture and business forward. Ensuring our early in career and diverse talent have career opportunities into and onwards within the organization, and strengthening our sourcing capability to map and secure a deep, broad and diverse pipeline.
    • Employee Advocate: together the HR function ensures that the basics and foundational employment experience is consistent and sustainable, and a safe and compliant working environment is maintained. Building management capability to facilitate an open, inclusive, environment that enables effective employee relations. Accomplished in handling the most complex and nuanced employee relations cases, and is responsible for the management of employee concerns, while adhering to corporate, HR and legal policies, ensuring role is perceived as an objective employee resource and escalation path for unresolved issues. Analyzing issues for trends, leading to efforts to reduce employee issues for an organization.
    • Change Leadership: collaborating with leaders to diagnose and identify interventions needed to improve organizational effectiveness. Evaluating business drivers & making a case for change adoption, assessing risks and benefits, and developing effective change-management strategies and training materials. Consulting & coaching managers and leaders to facilitate & lead organizational and cultural change. Managing re-deployment and work force reduction, coordinating with legal and mitigating both commercial and employee engagement risk.
    • Performance & Development: building manager capability in holding teams and individuals accountable for results, recognizing, rewarding and appropriately differentiating, in line with business impact. Accountable for the delivery annual rewards processes, and acting as a consultant to managers in addressing and managing individual & team performance. Collaborating with the MEA Compensation & Benefits Lead to ensure employees are provided clear and simple information on total reward and benefits; representing business needs into global compensation and incentives design.
    • Employee Engagement: in partnership with business & country HR leaders, improving the organizational health of the organization, and contributing to efforts to shape and evolve the business culture. Participating (design/deliver/communicate) in HR programs and initiatives that engage new hires in an inspiring and accelerated onboarding experience, lighting up the career paths and opportunities for all employees across the organization & infusing energy and resilience into our people and ways of working.
    Additionally, each HR Team member has the opportunity to participate in cross company, global, project work (design and/or execution) the achievement of One Microsoft business & HR strategy - opportunities are tailored to the aspirations, capabilities & capacity of team members as required.
    Competencies & Capabilities
    Candidates must possess
    • Strong generalist capabilities and proven business partnership experience in a rapidly changing environment.
    • High degree of business acumen and people acumen, and ability to impact and influence multiple stakeholders including HR partners and senior business leaders.
    • Understanding of organizational dynamics and the ability to think strategically.
    • Expert-level people management skills and the ability to mentor and provide guidance to others within HR and the management team on complex issues.
    • The ability to effectively work and communicate at all levels within the organization and commitment to strategic business partnerships and team development is a must.
    • Must be able to multi-task, deal with ambiguity, work in a team environment, recognize trends, and identify systematic approaches to solving problems in this fast moving, dynamic environment.
    • Maintains a broad perspective & removes barriers by working with others around a shared need or customer benefit.
    • Maintains focus on the customer experience when balancing short and long term decisions.
    • Sets clear and challenging goals for a portfolio of work, and pursues them with enthusiasm and passion.
    • Acts as a trusted advisor, providing advice across multiple areas of expertise, whilst building broader capability.
    • Strong people acumen and an understanding of unstated, less obvious reasons for behaviour, concerns, perspectives with a demonstrated openness and acceptance to others’ ideas.
    • Applies systemic thinking to leading others in scoping problems and identifying solutions.
    • Applies developed knowledge of business financials, strategy, and the competitive environment to inform decisions.
    • Analyses relevant business & people metrics to develop strong business cases for investments & initiatives.
    • Evaluates the business impact of investments, and applies knowledge of cost, benefit, and risk.
    • Knowledge and understanding of the Latin America region and business environment.
    • Data-driven - make decisions using data and facts.
    Education And Experience
    • Proven track record in a high-impact HR, business aligned HR role. Experience in a high-tech fast growth organization is a plus.
    • English language mandatory.
    • Master’s in HR, Business or related areas, preferred.
    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.


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