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Microsoft Corporation Director of Operations, Go-to-Market in Cambridge, Massachusetts

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.

Our Global Talent Acquisition team scours the globe for talent that is aligned to our mission and growth mindset culture and driven by teamwork and excited about the prospect of empowering billions.

We are looking for a person who has a passion for Operational Excellence to lead our Operations team in support of Microsoft Go-to-Market Talent Acquisition.

Responsibilities

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

  • Applies broad knowledge of the strategic direction across Microsoft businesses to develop and advise business groups on long-term, cross-company recruiting strategies focused on critical technical or leadership talent gaps. Partners with HR and business leaders to identify future talent needs and priorities and consult on Talent Acquisition matters.

  • Applies deep knowledge of factors impacting current and future business state and talent needs, recognizes how factors interact with other business areas, and uses this knowledge to develop and implement long-term strategies and guide the development of hiring plans aligned to business needs and company-wide Talent Acquisition objectives.

  • Partners across business areas, organizations, and global regions to uncover patterns of talent (e.g., compete, diverse, nontraditional) that are not typically considered. Sets targets to meet differentiated talent needs and develops plans to promote and influence the company-wide adoption of differentiated talent.

Data Analysis & Hiring Plans

  • Analyzes relevant, cross-business data and trends to provide insight and set multi-year strategies to meet hiring goals. Leads conversations across the company to address broad hiring issues. Works with senior technical and executive-level business leaders and draws on multiple sources, such as Competitive Intelligence or People Review, to provide perspective on critical company talent gaps for a business group or area’s long-term needs (beyond 12 months).

Candidate Attraction

  • Works with client leaders to develop a compelling, consistent message on the Microsoft story and the opportunity it represents to prospective talent.

  • Acts as an expert and guides others across the discipline 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

  • Gathers requirements and oversees the development of 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 ensures that candidates are prepared for next phases of the process. Enhances the candidate experience at all phases of the relationship by proactively identifying company-wide trends that may adversely impact groups of candidates and partnering with business leaders across regions/organizations to develop mitigation strategies.

Talent Sourcing

  • Researches, develops, and institutes new ideas to drive talent identification, new methods of networking, and communication strategies for connecting with prospective talent for a business group or area. Structures talent sourcing framework and continues advanced sourcing capability. Sets multi-year sourcing strategies for a division, set of countries, or subsidiaries.

  • Creates new mechanisms for competitive intelligence and response, event management, research projects, and other profile development ideas to build talent pipelines. Collaborates with internal and external networks to improve the diversity and differentiation of the talent pool across the industry, business group, or area.

Candidate Assessment & Screening

  • Identifies systemic talent issues and partners with talent leadership groups to ensure the right tools and assessment frameworks are available and being leveraged consistently. Identifies opportunities for improvement and leads the creation of new or changes to existing assessment materials.

  • Identifies systemic talent issues and partners with talent leadership groups to ensure the right screening tools are being used and relevant factors are being considered. Leads initial screening/assessment improvement efforts.

Operational Compliance & Excellence

  • Incorporates requirements (business system or regulatory) into policy, process, or system changes and optimizations. Drives implementation across all staffing organizations and ensures that standard procedures are being followed throughout the company.

  • Holds the organization 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

Qualifications

Required/Minimum Qualifications

  • 10+ 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 8+ years talent acquisition experience (e.g., recruiting, sourcing), HR experience, or industry experience related to role.

  • 5+ years formal or informal leadership/managerial experience.

Other qualifications include:

  • Experience leading high volume recruitment campaigns is critical to success.

  • Recognized as a subject matter expert in working with policies and procedures for processes and services.

  • Excellent client service, relationship-building, and collaboration skills; ability to engage stakeholders at different levels.

  • Strong written communication skills including presentation of management reports and ability to articulate data/metrics in a meaningful way.

  • Able to manage and deliver multiple projects simultaneously; adhere to deadlines Comfortable with ambiguity and ability to work within a fast-paced business.

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. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. 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 (https://careers.microsoft.com/us/en/accommodationrequest) .

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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