Senior HR Consultant Bucharest

Senior HR Consultant
Bucureşti
Bucharest, Bucharest, Romania

Overview

The HR Consulting organisation empowers Microsoft's business performance and inclusive culture through human centred, data and insights and AI powered, coaching and global solutions for managers and employees across the world.

This is an exciting opportunity for a Senior HR Consultant working as part of the EMEA HR Consulting (HRC) team supporting 35, 000 employees and managers representing all parts of the Microsoft ecosystem. You will be responsible for supporting Romania primarily, working with partner HR teams coaching managers and employees and deploying scalable programmes and practices to activate our HRC mission to empower Microsoft's business performance and inclusive culture.

You will support the labour relations agenda providing guidance on organisation changes that require labour relations engagement, building constructive relationships with employee representatives, surfacing themes and insights to business leadership and the broader HR team and ensuring control and tracking of open labour relations topics.

Your role will contribute towards Microsoft's mission of empowering every organisation and individual on the planet, to achieve more. As employees, we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Qualifications

Required

Extensive experience in Human Resources with a focus on labor relations OR Bachelor’s Degree AND many years experience with Human Resources with a focus on Labor Relations

Advanced proficiency in written, reading, and conversational Romanian and English.  

Demonstrable experience in leading challenging labor relations engagements.

Preferred

Formal qualifications in associated skills (e. g. mediation and/or conflict resolution) relevant to the region.

Responsibilities

Employee Relations

Assists/Partners with Workplace Investigation Team (WIT), Business and Regulatory Investigation (BRI), and/or Global Employee Relations (GER) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography, and other HR peers (e. g. , HRBP, CELA Public Relations, Global Security, Benefits). Ensures appropriate documentation of issues is in place. May lead the investigations for a business, region, or geography where resources are limited. Consults on how to navigate the nuance of investigations and partnerships/collaborations in working through the details of the situation.

Interprets trends in employee relations issues. Implements interventions/programmatic work to facilitate an open, inclusive, Microsoft
- based environment that enables effective employee relations for an assigned business, region, or geography. Understands precedence that has been set and anticipates
- term impacts of short term
- making. Connects with broader outside community on business for their region/geography to understand commonality and how to address it a broader or global scale. Identifies evolutions in regulatory environments that may impact employee relations and makes recommendations on changes within HR policies to align with external/evolving expectations.

Directs the diagnostics and resolution of issues with high level complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal profession as appropriate. Recommends solutions to address issues from a systematic perspective (e. g. , establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment. Works with outside counsel to assess legal risk of different scenarios/ways to solve it.

Labour Relations Consulting

Supports their geo in collaboration with peer disciplines or professions (e. g. Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide consultation and support for the leadership of labour relations in the geo

Assists/Partners with HR Planners and change leader to implement organisational changes that require labour relations engagements, especially during fiscal year changes

Ensures appropriate control, compliance and tracking of open labour relations issues in partnership with CELA and HR stakeholders at the country level

Builds and manages constructive, effective, relationships with employee representatives and provides insights to business leaders and HR partners on the relationships between the company and employee representatives

Consults with peers across the globe who support Labour Relations in other geos, and proactively identifies opportunities to scale approaches to Labour Relations beyond their geo responsibility 

Capability Building

Leads their area in the collaboration with peer disciplines or professions (e. g. , Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e. g. , manager excellence community, manager capability, onboarding,
- building, rewards communication).

Identifies the appropriate approach and leverages resources to enhance manager capability by conducting
-
- one consulting/coaching with business leaders, or by engaging relevant stakeholders and HR partners in capability building conversations. Shares learnings and best practices with team.

Identifies and aggregates training needs within the business, region, or geography supported. Develops implementation plans to address the training needs identified, and partners with peer HR disciplines in developing and coordinating respective trainings as needed.

HR Projects & Programs

Partners with Centers of Excellence (COE) on implementing and capitalizing on scalable Human Resources solutions and programs and find ways to make them relevant to the business or geography that the team partners with. Manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.

Leads HR projects or programs (e. g. , critical positions retention,
- year performance checkpoint) based on unique needs for a business, region, or geography and provides input from implementation. Provides project guidance related to prioritization, timelines, budget, resourcing, and impact.

Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (COE). Guides others in the implementation of communication messages. Collaborates with peer disciplines (e. g. , Human Resources Business Partnership) to gain
- in on programs and processes from business stakeholders. Proactively identifies HR peers to collaboratively address business challenges.

HR Solutions Consulting

Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives. Influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership. Represents their focus area in the broader HR community.

Generates and/or presents trends and insights on organizational health solutions for the relevant HR teams to take action. Recommends action plans to HR partners, business leaders, and Global Employee Relations (GER) based on analytics and business/local needs. Provides insight to HR leaders and executives to help them understand a holistic view of their country/geo so they can form a broader understanding. Use insights to identify and highlight opportunities that require intervention by HR and makes this information available to HR leaders and executives in a timely fashion.

Operational Compliance

Interprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography. Independently identifies/raises needs and uses judgment to mitigate potential risks by collaborating with the Legal profession. Collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.

Leads the localization/updating of policies and procedures related to managed projects, programs, and other ways of working. Establishes partnerships with Human Resources policy owners and relevant stakeholders. May lead efforts to update policies (e. g. ,
- related) in collaboration with peer HR disciplines.

Queue Management

Responds to written correspondence, email, and other outreach from employees and managers. Closes cases in a timely manner. Responsible for maintaining their own queue hygiene. Ensures appropriate documentation by adhering to Microsoft and HR policies. Maintains information security and confidentiality. Manages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography. Assesses severity levels of queries and determines management approach. Shares feedback to the senior advisors for queue management system (Ask
HR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency and navigating escalations.

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work. Industry leading healthcare
Educational resources
Discounts on products and services
Savings and investments
Maternity and paternity leave
Generous time away
Giving programs
Opportunities to network and connect