HR Manager - Saudi - Microsoft

We are looking for an HR generalist to join our team and support our human resources requirments across Saudi, Kuwait, Oman and Bahrain. The rolel is located in Riyadh, Saudi. You will be responsible for managing various HR activities, such as HR Governance, Statutory Accoountbility, employee experience and engagement, Talent development, HR Community leadership, HR Projects and initiatives in country and HR compliance. You will also assist in developing and implementing HR policies and procedures that align with our company's goals and values.

Microsoft's mission is to empower every person and every organization 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.

Responsibilities

HR Community Leadership

• Provides scalable One Microsoft HR support aligned to local regulatory compliance and market practice to Microsoft organizations sitting in Country aligned to Geo HR scope of support (Statutory Accountability, One Microsoft Employee Experience, Crisis/Emergency Recovery, etc.
• Partners with and builds relationships with leadership teams to enable a One Microsoft approach and may coach the leader and leadership team as needed
• Creates 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 foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting)
  
  

Talent and HRLeadership

• Supports leadership effectiveness and performance by assessing data and reporting/documenting findings. Assists managers and leaders through organizational change and recommends inclusive leadership practices.
• Executes on people and organizational priorities to drive business decisions and achieve specific business goals.
• Supports organization or larger projects by collecting data (e.g., via focus group, interviews, surveys) and performing analyses (e.g., attrition, movement, polls, compensation patterns) to identify needs and risk areas in partnership with HR Business Insights. With guidance, interprets key people data to inform decisions about strategy, goals, and actions.
• Under guidance, executes the holistic people plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for an organization with the understanding of business and practical experience.
• Supports and implements strategic talent management efforts (e.g., planning, movement, development) as directed. Understands talent strengths and needs for the assigned client.
• Implements components of the diversity and inclusion plan in collaboration with the business, with the understanding of business and practical experience. Provides support to plan actions to increase workforce diversity and inclusion.
• Develops an understanding of what talent pools need to be developed for future business needs, grows knowledge of the talent pool, and supports the development of talent pool.
  
  

Employee Experience/Engagement

• Acts as employee advocate by looking beyond process implementation into the lived experiences of new hires, employees, managers, and leaders with a medium degree of supervision.
• Collaborates with internal communications to ensure alignment on messages.
• Develops strategies to improve engagement. Helps design and manage programs and activities aimed at creating a positive workplace environment (e.g., employee resource groups [ERGs]).
• Leads the Diversity & Inclusion (D&I) Strategy landing/activation in Country including coaching to ERG leads on D&I Activation plans for local country; consulting on Give Campaigns as appropriate
• Driving and completing activities related to Best Employer Awards/certifications and employer branding activities where applicable
  
  

HR Governance

• Facilitates geography/client governance committee (e.g., establishes and manages governance and policies for a geography or area/client).
• Ensures Human Resources (HR) are aligned across stakeholder businesses the within area.
• Orchestrates, plans, and drives awareness of and need for corporate opportunities to improve HR processes.
• Provides a vision for and leads regional governance bodies inclusive of COE partners.
• Reviews and exercises judgement/discretion on policy exception scenarios requiring adaptation of policy (in alignment with HRS/HRC counterparts)
• Provides framework to ensure Human Resources (HR) information across the organization is accurate and up to date (e.g., immigration, mobility, offer governance).
• Champions culture of compliance with Microsoft practices around HR activities. Drives awareness of anticipated changes and needs. Promotes compliance with Microsoft practices around HR activities.
  
  

Statutory Accountability

• Maintains contemporary knowledge of laws, regulations, standards, 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., Saudization or any other nationalization programs).
• Provides information on questions from leadership. Collaborates with worker councils to ensure continued relationship.
• Oversees HR issues involving legal and financial risk to the organization. Represents HR in Compliance Governance Committee.
• Own and report statutory accountability to local government related to people data and processes as mandated by law
• Partners with Global HRBPs to provide visibility/education of major regulatory changes when required
• External Staff Policy Management and readiness including implementation of local controls per Corporate audit requirements.
• Local Statutory Reporting on Nationalization requirements
  
  

Projects, Programs, and Initiatives

• Collaborates with peers to execute or lead projects, programs, and initiatives (e.g., applying and executing existing centers of excellence programs/initiatives, assessing new acquisitions, developing talent needs for new companies, pension plans/health plans, implementing initiatives) with a medium degree of supervision. Begins to develop project plans and executes as needed. Identifies, responds, and takes action to meet emerging requirements.
  
  

External Impact

• Engages with local communities while fostering a culture with stakeholders such as professional networks, schools, community-based organizations, etc. (e.g., IWD, DigiGirlz, local Human Resources [HR] professional events), in service to the Microsoft brand, values, and image.
  
  

Crisis Management Team (CMT) and Disaster Recovery

• Supports the leadership team to design and orchestrate crisis management strategy, including emergency responses, disaster recovery, risk management, communications, and business continuity. Provides assistance to employees by activating the company's Employee Assistance Programs (EAPs) and employee well-being programs, during and after a crisis.
  
  

Qualifications

Required/Minimum Qualifications

• Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND 5+ years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies OR equivalent experience.
• HR experience in Saudi market
  
  

Additional Or Preferred Qualifications

• Master's Degree in Human Resources (HR), Legal, Business, Psychology, or related field.
• As per the Saudization requirements – Saudi national required
  
  

Microsoft is an equal opportunity employer. Consistent with applicable law, all qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.

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