Job description
In Microsoft’s Global Talent Acquisition organization, our mission is to engage and hire the people who empower the planet. We endeavor to play a vital role in delivering on the promise of Microsoft’s culture and ultimately, make a difference in the world, through
how and
who we recruit. We believe that when recruiting experiences reflect the value and diversity of talented people, everyone can achieve more.
Our University Recruiting (UR) team scours the globe for university talent of today that will define and lead Microsoft in the future. Enabling impact is at the very heart of our company, the role of this leader will be to enable our business partners to accelerate their transformation of our company, across the world by delivering university talent aligned to their specific business needs. The teams you will lead are responsible for delivering technical and non-technical university talent aligned to all Microsoft’s Asia teams. You will partner closely with your UR peers in EMEA, America’s and our global operations team. In addition, this Senior Manager is responsible for managing the relationship between University Recruiting, Business Leadership, HR partners, and other key stakeholders for the Asia region. This includes providing business reviews to senior leadership, coordinating with these partners to deliver a collaborative and concerted recruiting effort, and making sure our current recruiting work is aligned to the needs of Microsoft as a whole. You will also lead the efforts to expand early in career hiring efforts in the Asia geography in alignment with the UR mission and goals. This role will report to the Director of International University Recruiting.
Responsibilities
People Management
- Managers deliver success through empowerment and accountability by modeling, coaching, and caring.
- Model - Live our culture; Embody our values; Practice our leadership principles.
- Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn.
- Care - Attract and retain great people; Know everyone’s capabilities and aspirations; Invest in the growth of others.
Stakeholder/Client Engagement
- Applies deep knowledge of factors relevant to the business and hiring managers’ needs (e.g., time to hire, location, budget) and uses this knowledge to guide the development of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary.
- Uses data and metrics, and an understanding of the long-term business requirements, to advise a division, set of countries, or subsidiary on the implications of talent gaps. Leads the development of staffing processes and strategies.
Candidate Attraction
- Acts as an expert and guides others across the regions in sourcing, recruiting, and/or closing hires by conveying compelling Microsoft value propositions.
- Coaches the business to leverage the message of the Microsoft story and opportunity it represents during the hiring process.
Candidate Experience
- Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards and leverages a consistent, compelling message that conveys the most significant motivators to prospective candidates
- Coaches the client represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.
Talent Sourcing
- Shares candidates across teams, and is responsible for developing and implementing strategies to generate and meet targets for differentiated talent for a division, set of countries, or subsidiaries
Candidate Assessment & Screening
- Manages the candidate screening framework, and identfies, adopts and evangelizes best practices that ensure effective screening processes and a qualified talent pool.
Operational Compliance & Excellence
- Leads the optimization of staffing policies, systems, and processes througout their organization, and guides stakeholders on the impact of these changes.
- Holds their team accountable for maintaining current documentation on candidates’qualifications and status in the appropriate staffing or tracking systems within compliance guidelines.
Qualifications
Required/Minimum Qualifications
- 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role OR Bachelor's degree in Human Resources, Business, Liberal Arts, Computer Science, Engineering, or related field AND 5+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role.
- 2+ years formal or informal leadership/managerial experience.
Additional Qualifications
- Strong people leadership and capability in building and leading high-performing teams
- Strong communication, partnership, teamwork, and influencing skills are required.
- Ability to drive strategy, work with data and analytics, and demonstrated capability in effective and creative recruiting and sourcing strategies.
- Solid business and financial acumen, systems thinking and critical problem solving at scale.
- Exceptional and effective partnership across broad audiences of internal and external partners, stakeholders, and customers.
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.
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