Apac HR Director

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered 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.. The APAC HR Director is responsible for developing and overseeing the people strategy and execution by working closely with the Country Corporate functions and the Country leadership teams to accelerate business outcomes through talent. There is no better time to join the Asia Pacific organizations and to be part of the HR team empowering the exciting hypergrowth and expansion plans of these dynamic markets. This role therefore requires big ambition, the passion to make a difference, leadership that builds capability, and the ability to deliver results through others.

**Responsibilities**:
People Management
- Managers deliver success through empowerment and accountability by modelling, 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 each individual’s capabilities and aspirations; Invest in the growth of others.

HR Community Leadership
- Leads partnerships with and builds relationships with senior leadership teams to enable a One Microsoft approach and may coach the leader and leadership team as needed. Drives clarity and intentionality for consistency/differences across the relevant People Priorities by business, area, or country, creating synergies, and avoiding duplication of work. Partners across the Human Resources (HR) model to ensure seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting). Participates in and shapes leadership team's HR governance inclusive of HR Business Partners/HR Directors and Centers of Excellence (COEs). Supports the businesses/teams including budget management for the HR team. Provides a vision for and leads leadership, customer-first culture, and mindset activities.

HR Governance
- Provides a vision for and leads geography/client governance committee (e.g., establishes and manages governance and policies for a geography or area/client). Drives broad alignment across stakeholder businesses within area. Provides framework to ensure Human Resources (HR) information across the organization is accurate and up to date (e.g., immigration, mobility, offer governance). Drives awareness of anticipated changes and needs. Champions culture of compliance with Microsoft practices around HR activities. Orchestrates, plans, and drives awareness of and need for corporate opportunities for improving HR processes. Leads contracting relationships with senior leaders to ensure the work lands (e.g., Finance, Payroll, Procurement, Corporate, External, and Legal Affairs [CELA]).

***

Statutory Accountability
- Ensures expertise in the organization regarding contemporary knowledge of laws, regulations, standards, and emerging trends that may affect Human Resources (HR) policies and execution of these (e.g., legal signatories, court representation, health and safety, benefits, local documentation requirements, General Data Protection Regulation [GDPR], legal localization). Translates what requirements mean for the employer and offers correct solutions to adapt and localize policies. Ensures compliance with applicable labor laws and regulatory environment (e.g., HR suppliers). Collaborates with worker council heads to ensure continued relationship. Leads partnerships with and negotiates with union representatives, workers councils, etc., where applicable. Oversees HR issues involving legal and financial risk to the organization. Represents HR in Compliance Governance Committee, in service to the Microsoft brand, values, and image.

Employee Experience/Engagement
- Champions employee experiences by looking beyond process implementation into the lived experiences of employees, managers, and leaders. Collaborates with internal communications to ensure alignment on messages. Leads and drives planning for strategies to improve engagement. Provides a vision for and plan for developing programs and activities aimed at creating a positive workplace environment (e.g., employee resource groups [ERGs]). Oversees and ensures optimal investments in employee experiences while driving to the end-to-end employee experience for business impact (e.g., new campus, related return on investment [ROI]). Champions fair and inclusive employee experience for all (e.g., local policy, training, perks).

Projects, Programs, and Initiatives

External Impact
- Influences image with communities while championing culture with stakeholders such as professional network