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Senior HR Consultant Ireland

2 months ago

Dublin, Ireland myGwork Full time

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

The HR Consulting organisation empowers Microsoft's business performance and inclusive culture through human centred, data and insights and AI powered, coaching and global solutions for managers and employees across the world.

 

An exciting opportunity for a Senior HR Consultant, based in Dublin and working as part of the core Western Europe HR Consulting team is currently available.  As part of the broader Western Europe HR Consulting team, who support 15,000 employees and managers representing all parts of the Microsoft ecosystem, you will be responsible for supporting managers and employees in Ireland, in partnership with HR Business Partner peers and a team of HR Consultants based across Western Europe. You'll report to the overall lead for HR Consulting in Western Europe and partner closely with the local geo HR team to deploy scalable programmes and practices to activate our HR Consulting mission to empower Microsoft's business performance and inclusive culture.

 

Your role will contribute towards Microsoft's mission of empowering every organisation and individual 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

  • Significant experience with Human Resources or Business programs/processes
    • OR Bachelor’s Degree AND experience with Human Resources or Business programs/processes.
  • Detailed knowledge of legal frameworks and the Employee Relations landscape in Ireland; other countries an advantage

 

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

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 (ERIT) 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.

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); 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 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.
  • 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 communication).
  • Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective trainings 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.

 

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., HR Shared Services Support).

 

Queue Management

  • Manages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and manager; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.
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