Talent Development Director for India Geo


We are looking for a Talent Development Director who is passionate about influencing and impacting our India geography (Geo) - one of our fastest growing markets with an amazing talent pool across multiple Microsoft organizations.
This role will partner with multiple Business and HR leaders to develop and drive the talent strategy for the Geo, and partner with Leadership teams across a diverse set of Engineering and Microsoft Customer and Partner Solutions (MCAPS) organizations to drive the talent agenda.
He or she will also partner closely with our Talent Management team in Engineering and MCAPS to connect and enable talent plans and drive a consistent talent experience for leaders across this highly dynamic country.

Responsibilities

This role has accountability to drive their teams to deliver on these four key accountabilities:

• Build and activate a strategic talent plan that attracts, develops and retains talent with the right capabilities today and for the future (Build/Buy/Borrow organizational plan). This includes embedding our diversity and inclusion strategy across leadership and key strategic audiences. Identify strategic GEO talent synergy, prioritize among various talent management needs, and create scaled model of execution and impact through enabling HRBPs.
• Know the Leadership Talent \xe2\x80\x93 their performance, capability, aspirations and development needs to drive tangible outcomes to support our business strategy and their careers.
• Develop the Leadership Talent \xe2\x80\x93 create meaningful development experiences as they onboard/transition and ready themselves for other/larger leadership roles
• Move the Leadership Talent \xe2\x80\x93 build and activate talent pools and succession plans that secure the right leaders today and build leadership bench for the future.

The role will have the opportunity to work across the entire Microsoft ecosystem in India consisting of the Sales, Support, Services, Engineering & Research organizations based out of India. Focusing beyond CVP/CVP potential and capturing future growth at emerging hubs (like India) with a deeper investment at senior leadership (know/develop/scale). Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centred on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission. Program Design & Implementation

• Defines GEO Talent Management strategy and talent synergy or interprets global strategy and adapts for a business in the GEO; translates strategy into the design of major talent programs (e.g., succession management, talent movement, leadership development, talent architecture) in alignment with Center of Excellence strategy by partnering with business and HR leadership, broader Talent Management community, and other organizations; drives engagement and talent strategy through others.
• Embeds the Microsoft cultural attributes (e.g., diversity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent programs/solutions (e.g., talent planning, succession planning) for multiple organizations; holds teams accountable for applying and upholding cultural attributes, principles, and frameworks.
• Manages and oversees large-scale programs and/or leverages deep business acumen to identify and implement Talent Management program needs across businesses; coordinates with leadership to achieve alignment, overcome barriers, and ensure overall program success; defines future talent management initiatives by identifying short-term and long-term business needs.
• Develops, guides, and manages the execution of talent management programs (e.g., succession management, talent movement, leadership development, talent architecture) by anticipating future organizational talent needs, identifying stakeholders and partners, and establishing priorities; holds teams accountable for project execution; analyzes business priorities and data (e.g., bench strength, assessment data, growth projections) to identify and develop talent management strategies.

Qualitative and Quantitative Analysis and Application

• Identifies and addresses critical gaps in talent management tools, methodologies, and principles through identification of business needs as well as industry trends and leading practices; drives the design and/or implementation of talent management tools (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
• Exchanges information with senior business leadership teams, internal HR, and external partners about business needs/insights, organizational diagnostic tools, and existing tools from the Center of Excellence, and develops integrated talent plans.

Talent Management Consulting

• Represents Microsoft regarding talent management practices internally by embedding practices into the business, and externally (e.g., conferences) and by ensuring the company\'s best interests are recognized and represented; represents Microsoft on third party requests for information on talent management.
• Drives coordination of related disciplines (e.g., Talent Acquisition, HR Business Partners, HR Consultants, and Shared Services) in the implementation of Talent Management programs, and interfaces with leaders to achieve business outcomes; gains buy-in of strategies from executive leaders and stakeholders (HR and business); sees that governance is in place to ensure alignment of goals/investments, resource management, decision making, and buy-in across interdependent teams and strategies.
• Follows, contributes to, reinforces, advocates, and defines philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands (e.g., succession management, talent discussions); works through HR business partners to provide guidance on how to use tools and/or assessments to make talent-related decisions.

Change Management

• Evaluates business drivers to make a case for change adoption; assesses risks and benefits of the changes, develops effective change-management strategies, and ensures communications and readiness materials are in place to facilitate the transition of Talent Management programs/processes.

Other

• Embody our culture and values

Qualifications

Required/Minimum Qualifications

• 15+ years experience in HR practices or Program/Project Management
  • OR Bachelor\'s Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or Program/Project Management.
• 3+ years experience managing large-scale or complex talent management projects/programs.

Additional or Preferred Qualifications

• A combination of HRBP and Talent Management experiences
• HR Consultancy background in Talent and Development a plus
• Proven impact in a large organization with complex organization and stakeholder management.
• Master\'s Degree in Human Resources, Business, Organization Development, Psychology, or related field.

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.