• Lead Innovation: Apply an AI-first mindset to reimagine Job Architecture programs and deliver agentic solutions that drive productivity and compliance.
• Own Strategy: Ensure work and skills architecture stays market-relevant and future-ready.
• Design & Deliver: Build end-to-end Talent Intelligence agentic solutions—from external insights on evolving roles to emerging skills.
• Drive Change: Partner with HR and business leaders to land transformation thoughtfully, minimizing disruption while elevating employee experience.

Required/Minimum Qualifications

• Bachelor's Degree in Human Resources, Business, or related field AND 7+ years experience in HR practices or program/project management
  • OR 10+ years experience in HR practices or program/project management
• 3+ years experience managing large-scale or complex projects/programs.
  • preferring demonstrated experience applying AI or automation in HR, talent insights & analytics, learning, job Architecture contexts.

Additional or Preferred Qualifications

• Proven expertise in process optimization, including mapping, redesign, and automation of workflows.
• Ability to translate complex AI capabilities into practical, human-centered solutions.
• Proficiency with Power BI for data visualization, reporting, and insight generation.
• Strong consulting skills and executive presence, with the ability to influence and communicate effectively across levels.
• Demonstrated commitment to security, privacy and compliance.
• Experience in building and delivering enterprise skills-based Job Architecture and active governance to ensure accuracy and relevancy
• Experience in Talent Analytics and Insights, Talent Intelligence include partnering with technical teams to manage end to end ideation, design and delivery of Agentic solutions.
• Experience with developing, executing, and driving change for global, corporate Talent Initiatives, including consulting with and influencing business and HR leaders and stakeholders.
• Strategic thinking, demonstrated through execution of multi-faceted projects in Business or HR Initiatives.
• Effective communication and leadership skills, ability to work in a complex matrix environment essential for effective collaboration and driving organizational goals.
• Experience with Microsoft AI tools (e.g., Copilot, Viva, Azure AI) or similar platforms.
• Familiarity with adaptive learning systems, personalization engines, or AI-driven content curation.
• Background in design thinking, systems thinking, or behavioral science.
• Demonstrated commitment to inclusion, accessibility, and responsible AI.

AI First Mindset/ AI-First Talent Intelligence Solutions:

• Agentic Experience Design: Explore and implement agent-based solutions (e.g., copilots, intelligent assistants) as a new paradigm for workflow redesign—enabling leaders and partners to engage with Lead ideation, design, and execution of Talent Intelligence solutions addressing diverse use cases—such as external insights on evolving roles and emerging skills—to keep Job Architecture accurate, current, and market-relevant.
• Market & Internal Trend Analysis: Stay ahead of external trends and internal shifts to identify what needs to change, why, and how to deliver it efficiently through short, agile sprints.
• Process Optimization & Automation: Lead end-to-end process analysis and redesign efforts to streamline workflows, reduce manual effort, and improve operational efficiency using tools such as Power Automate, Azure AI, and other intelligent systems. Apply an AI-first approach to reimagine existing processes, envision and implement agentic solutions that drive productivity gains, delivering impactful outcomes faster without compromising compliance.
• Data-Driven Insights: Develop dashboards and reporting frameworks using Power BI and related tools to monitor program effectiveness, identify opportunities for improvement, and inform strategic decisions.
• Direct Activation: Operate as a hands-on builder and strategist—prototyping, testing, and launching solutions independently or in close partnership with technical teams.
• Cross-Functional Collaboration: Partner with HR Engineering, Talent Management, and AI Center of Excellence teams to ensure alignment on platforms, data governance, and integration strategies. Brainstorm, design, and deliver innovative solutions using systems thinking while prioritizing user experience.
• Continuous Impact Evaluation: Establish feedback loops and measurement frameworks to assess the effectiveness of AI-enabled solutions—using data and insights to iterate, refine, and continuously improve the quality, efficiency, and engagement of development experiences.
• Standards & Best Practices: Establish and maintain best practices for the responsible and effective use of AI in talent development, ensuring alignment with Microsoft’s values, security, privacy, compliance, and responsible AI principles.

Talent Management Consulting

• Acts as a subject matter expert to consult internal clients on talent management solutions and best practices in the industry; proposes data-based recommendations to business leaders, leveraging knowledge of best practices and company policies and procedures, as well as related laws and regulations.
• Communicates talent management approaches to leaders and stakeholders (HR and business), often at the executive level, utilizing data to educate and influence buy-in and implementation of solutions.
• Follows, contributes to, reinforces, and may help to develop philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands; helps to develop tools and/or assessments that guide managers to make effective talent-related decisions.

Program Design and Implementation

• Drives the design and implementation of talent programs; presents ideas, business insight, and implementation approaches to HR leadership and business partners to increase the visibility of programs; assists in the development of engagement and integration strategies.
• Assists in building plans to integrate the Microsoft cultural attributes (e.g., diversity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent practices for organizations or lateral focus areas.
• Manages Talent Management initiatives by interpreting business needs and leveraging best practices; integrates solutions into other talent management processes and HR plans.
• Develops, guides, and manages the execution of talent management programs by identifying organizational talent needs, securing resources, communicating with stakeholders, and prioritizing work; drives programs by leveraging data to inform talent decisions.

Qualitative and Quantitative Analysis and Application

• Designs and/or implements talent management tools, methodologies, and principles to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
• Exchanges information with partners and peers in other disciplines on organizational diagnostics, analysis, interpretation, and presentation techniques.

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.

Global Talent Strategy and Business Alignment

• Drives the design and implementation of talent programs/processes, learning programs, and key efforts of Center of Excellence and/or other business units; presents ideas, business insight, and implementation approaches to Human Resources leadership and business partners to increase the visibility of programs; assists in the development of engagement and integration strategies.

Other

• Embody our culture and values