HR Business Partner

This job is with Microsoft, an inclusive employer and a member of myGwork – the largest global platform for the LGBTQ+ business community. Please do not contact the recruiter directly.

Overview

Are you ready to be the catalyst for human potential? Join our dynamic Irish HR team and become an integral part of a workplace that values growth, opportunity, and innovation.  

As an HR Business Partner for the MCAPS subsidiary in Microsoft Ireland, you will be at the forefront of talent planning, collaborating with leadership and our wider HR team in EMEA to shape the future of our workforce and culture. You’ll oversee talent management, ensuring we attract and retain the best in the field, and manage performance systems to foster high achievement and personal development for our teams. Your expertise in change management will help guide our employees through new business strategies, and your ability to seamlessly bring in wider Microsoft HR expertise will help drive impact for our teams and our business. All done by a data driven approach to HR. 

This is a new opportunity where you will be empowered to accelerate your career growth, develop deep business acumen, and hone your strategic HR skills. As part of the Ireland HR team you will also have the opportunity to be involved in employee engagement initiatives and a variety of programs that enhance the day to day experience of our employees at Microsoft.

The position is based in Dublin, Ireland.  

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond. 

Qualifications

Required/Minimum Qualifications  

• Significant experience with Human Resources processes or related (e.g., hiring, training, performance management) 
• OR Bachelor's Degree in Human Resources, Business, or related field AND experience with Human Resources or related processes (e.g., hiring, training, performance management). 

Additional or Preferred Qualifications     

• A depth of experience with pure Human Resources business partnering, including Organisational Development, Change Management and Talent Management. (Other elements of HR are managed via the wider HR operating model) 
• HR Skills: A strong understanding of various HR functions, including talent management, performance management, and employee relations 
• Business Acumen: The ability to align HR strategies with business goals and understand the impact of HR on the overall business  
• Legal Knowledge: A good understanding of employment law and labour regulations is crucial for ensuring compliance and advising leadership effectively  

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 .

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

Responsibilities

Leadership  

• Assesses data, interprets information, and presents insights and recommendations on leadership and team effectiveness and performance. Coaches leaders to facilitate organizational change and model an inclusive environment. Facilitates discussions with leader or leadership team to develop next steps. Assembles and provides summary status updates and guidance for senior level leadership. Conducts one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps. 

• Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives and cultural transformation for a business group. Utilizes various strategies and resources to influence leaders to invest in change management. Facilitates the leadership capability planning for an organization, client, or geography. 

• Translates business strategies into people and organizational priorities. Partners with the business leadership teams and HR partners in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for an assigned client, organization, or geography. 

Organizational System  

• Independently leverages employee listening systems and signals to gain a deep understanding of the current organizational culture, analyzing its strengths, weaknesses, and areas for improvement. Utilizes advanced knowledge and expertise to identify strategic opportunities and drive cultural change initiatives, ensuring seamless integration into organizational change plans that support the organizational strategy. Ensures the seamless integration of these initiatives into organizational change plans. Collaborates closely with leaders to guide them through complex projects/initiatives, leveraging advanced solutions to align culture with business objectives. Integrates culture ideals throughout key HR processes such as Talent Planning, Talent Management, and Leadership Development, applying advanced strategies and concepts to influence organizational culture and drive sustainable outcomes. 

• Works with business leaders to interpret business needs and define people priorities. Contributes to the design and/or integration of the holistic people plan (e.g., talent, structure, culture, process) for an assigned organization. Leads the execution of communication plan to inform business stakeholders of internal change. Partners with business to monitor, execute, and continue to evolve and inform the design. 

• Analyzes and interprets key people data (e.g., attrition, movement, polls, compensation patterns), to identify talent needs, and risks. Identifies trends/themes, communicates findings with the business, and provides recommendations to senior leadership about organizational strategies, goals, and actions. Uses knowledge of the business to frame data in a meaningful way when making recommendations. Translates data into action and leads the implementation of data-supported plans. 

Talent  

• Executes the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) in alignment with business leaders. Identifies, and facilitates discussions with business leaders to address gaps in current people plan, people programs, and tools to develop critical skills and meet current and future business needs. Identifies the necessary adjustments for individual clients based on needs. 

• Assists in building strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends), and budgets. Develops proactive and reactive retention strategy at large in partnership with key partners using monetary and non-monetary levers. 

• Partners with Diversity and Inclusion in developing the diversity and inclusion plan in collaboration with the assigned client, organization, or geography. Contributes to expanding the workforce diversity of the client’s organization and building inclusive leadership practices. Partners with Talent Management and Global Talent Acquisition to align on the diversity and inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization. 

• Drives succession plan with business leaders, in partnership with Talent Managers or independently, by identifying potential successors using business insights and data. Drives assessment of readiness of talent and works with others (e.g., managers, Global Talent Acquisition (GTA)) to ready successors and place them in the new role. Identifies readiness gaps, and works in partnership with the HR system to close gaps and create readiness for next role. Creates skilling plans to address development gaps to increase readiness of successors for key roles in collaboration with business. Assesses risks in readiness plans, including the availability of roles for candidates ready for increased responsibility. Creates readiness with HR partners in order to get successors ready for the next role. 

• Drives strategic talent planning through deep understanding current and future business needs to develop and grow the talent pool. Uses knowledge of business to anticipate and meet talent needs. Leverages deep understanding of the organizational and people plans to ensure talent is aligned. Partners with business leaders, Talent Management, and HR leaders to create and execute a plan to develop talent. Utilizes resources for talent development (e.g., Learning & Development, coaching, mentoring).