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 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 end to end University recruiting function for Japan, hiring delivery of South East Asia, Australia and New Zealand. In addition, the sr Manager is responsible for managing the relationship between University Recruiting, Business Leadership, HR partners, Industry peers, and other key stakeholders. 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.  

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 each individual’s capabilities and aspirations; Invest in the growth of others.

Stakeholder/Client Engagement

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.

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.

Consults a division, region, or subsidiary on critical talent needs and opportunities. Presents and frames information in a way that speaks to the business needs and influences leaders to embrace differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered.

Data Analysis & Hiring Plans

Analyzes relevant data and trends to provide insight and set plans to meet hiring goals. Connects data to cross-organization goals and leads conversations across groups to address broad hiring issues. Leads the implementation of a hiring plan for complex organizations, areas, or talent pools that addresses both business demand and availability of talent for a division’s, set of countries, or subsidiary’s short-term and long-term needs (12 months and beyond).

Candidate Attraction

Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards and leverage a consistent, compelling message that conveys the most significant motivators to prospective candidates.

Shares proven stories that help others across the discipline to source, recruit, and/or close candidates. Tracks candidate activity and shares with internal stakeholders.

Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.

Candidate Experience

Gathers requirements and develops hiring plans that meet candidate needs throughout the hiring lifecycle, often for critical, complex, high level or high volume candidate searches. Owns the candidate experience and prepares candidates for next phases of the process. Enhances the candidate experience at all phases of the relationship by proactively identifying factors that may adversely impact the candidate and partnering with business leaders to develop mitigation strategies.

Talent Sourcing

Leverages long-term relationships with talent pools and communities across the industry. Develops a comprehensive approach that integrates multiple concepts (e.g. community building, business intelligence) to create an innovative sourcing strategy for a division, set of countries, or subsidiaries.

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 assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.

Manages the candidate screening framework, and identifies, 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 throughout 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 system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Drives team to capture relevant data in recruiting platform and monitors and oversees quality of data capture.

Other

Embody our culture and values

Qualifications

Required 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.

Other 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. 

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.