The Global Talent Acquisition Excellence (GTAE) organization is chartered with enabling Microsoft’s Global Talent Acquisition strategy. The Strategic Portfolio Management Office (PMO) team plays a pivotal role by providing comprehensive support in portfolio and project management, employment brand, change,and readiness.

　　As a Senior Portfolio Program Manager, you will take charge of overseeing and optimizing the Global Talent Acquisition portfolio of projects, ensuring seamless alignment with strategic objectives and organizational goals. Your responsibilities will include collaborating with cross-functional teams, managing the project intake process, creating a governance model, tracking and reporting facilitation, and supporting the successful delivery of initiatives within the talent acquisition domain.

　　Functioning as a bridge between Global Talent Acquisition and Human Resources Centers of Excellence (COE) leaders, you will establish partnerships, creating connections across various projects. Your expertise will be instrumental in facilitating project launches and managing significant changes that impact our organization. Moreover, you will cultivate a deep understanding of the organization's strategic goals and objectives, enabling you to identify, assess, and navigate potential risks and opportunities within the portfolio. Working closely with cross-functional teams, you will ensure that portfolio initiatives are aligned with the broader goals and objectives of the organization.

　　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.

　　Responsibilities

　　Center of Excellence (CoE) Services

　　Leads the planning and prioritization of Center of Excellence (CoE) programs across a business/geography; leads the intake and ongoing adoption of programs by designing processes, tools, and/or policies that can be operationalized and managed at scale; ensures that regional perspectives are incorporated into the design and implementation of HR programs in partnership with regional operational managers.

　　Leads the operation of Center of Excellence (CoE) programs across a business/geography; may establish the roadmap for an HR program and sequences releases when resources are limited; ensures program readiness in partnership with peer HR disciplines (e.g., HR Shared Services Support, HR Consulting).

　　Oversees the process of gathering and prioritizing tool and process feedback from key operational stakeholders in partnership with program subject matter experts, vendors, and Engineering partners; drives the identification of efficiencies and process improvements for large-scale or high-stakes Human Resources (HR) programs.

　　Project Management

　　Leads the operational, infrastructure, and employee support analysis during planning stages of new project proposals; partners with Support and asks Human Resources (HR) leads to pull and analyze data; interprets data and metrics for stakeholders to influence the management of projects; maintains or improves existing service levels.

　　Applies project management methodology to deploy Human Resources (HR) programs; manages the process of requirements gathering; identifies and resolves risks, issues, and barriers in project execution.

　　Creates project charter and success criteria for large-scale projects, identifies resource needs; creates project plans and leads project team meetings; tracks progress and deliverables, risks, and action items; communicates with relevant stakeholders/project sponsors/steering committee (e.g., business leaders, HR and Engineering partners) about project status and impacts.

　　Solution Management

　　Manages global and wide-reaching Human Resources (HR) system domains in a focus area and monitors system performance, prioritization of critical or complex issues, coordination of system releases, implementation of release management, and readiness for system changes; provides an end-to-end view of the employee experience through systems.

　　Leads business analysis on complex issues through system telemetry; uses system telemetry to understand needs in the context of a program; drives optimization projects and business decisions aimed at reducing costs and improving quality.

　　Contributes to the development of system production Key Performance Indicators (KPIs) by defining end user needs, leads conversations with senior Human Resources (HR), Human Resources Business Intelligence (HRBI), and/or Engineering partners to ensure that appropriate monitoring (i.e., data telemetry and systems) and maintenance is in place.

　　Leads business User Acceptance Testing (UAT) processes and integration across multiple global Human Resources (HR) system domains, including writing and executing test scenarios and test cases, generating test data, troubleshooting bugs, confirming resolutions, and signing off on the product system readiness for launch; identifies issues and partners with appropriate cross-functional parties to reconcile identified issues.

　　Operational Compliance

　　Leads the development of business cases; partners with program owners to identify gaps in policies and procedures; oversees audits for process and operating procedure documentation to ensure it is effective and in place at all times; ensures business continuity is established and maintained.

　　Drives formal risk assessments with Human Resources (HR) stakeholders at the global, regional, and local level to identify, assess, and evaluate risks; makes recommendations to address risks and non-compliance; designs and monitors a risk register to centrally track Human Resources (HR) compliance risks, trends, and action plans to address risks.

　　Identifies gaps in data handling and responses to data subject requests (DSRs); consults with legal or compliance advisers (e.g., CELA or external regulators) regarding the proper disposition of any given data subject request (DSR) and data stewardship (i.e., documentation, classification, and compliance) or other processes involving regulations with high scrutiny and compliance; conducts data privacy reviews.

　　Leads the internal audit issue remediation and delivers new controls to address gaps; consults on action plans in a structured manner; partners with Corporate Services Engineering (CSE) to implement IT interface controls and assess the need to onboard business data validation controls.

　　Other

　　Embody our culture (https://careers.microsoft.com/v2/global/en/culture) and values (https://www.microsoft.com/en-us/about/corporate-values)Qualifications

　　Required/Minimum Qualifications

　　9+ years experience in Human Resources, Engineering, Operations, Compliance, or related field

　　OR Bachelor’s Degree in Human Resources, Business, or related field AND 7+ years experience in Operations, Compliance, Human Resources, Engineering, or related field.

　　Preferred Qualifications

　　Portfolio Management Office (PMO) experience

　　Program Management experience

　　HR Shared Services Ops Management IC5 - The typical base pay range for this role across the U.S. is USD $112,200 - $194,800 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $142,200 - $213,200 per year.

　　Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here: https://careers.microsoft.com/us/en/us-corporate-pay

　　Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations (https://careers.microsoft.com/v2/global/en/accessibility.html) .