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.

Microsoft’s Annual Rewards Program is one of the largest and most complex and impactful annual HR programs as it touches the entire company! It’s all about bringing our Performance and Development Philosophy to life which means ensuring we are rewarding impact that advances Microsoft’s mission and ongoing culture journey. The Annual Rewards Program Manager role is the orchestration of the program’s philosophy, strategy design and governance across many stakeholders. This means operationalizing the Performance and Development principles into our tools, P&D resources and HR services processes to scale to reach all leaders, managers, and employees companywide. The role is accountable to measure the program efficacy, advise on trends, support landing program changes, as well as seamlessly integrate workstreams, as well as activating the HR line to ensure the maximum impact of the program intent is realized!

Responsibilities

Responsibilities

Program Management - Leads and/or executes a large, complex, or custom compensation programs and ensures that programs support the business and HR plans. Manages and reviews compensation analyses and reports. Presents findings and recommendations to senior leadership for review and approval of compensation models in partnership with HRBP. Monitors program effectiveness (e.g., participation, attrition impact).

Program Implementation - Acts as a thought leader for a specialty area in compensation program implementation. Develops change and readiness plans. Leads or participates in key phases of the process (e.g., annual salary planning).

Program Implementation - Interacts with internal and external advisors (e.g., Legal, Diversity & Inclusion, external survey vendors) to anticipate implications of compensation change and readiness plans. Synthesizes and incorporates guidance from advisors to implement programs within appropriate parameters.

Compensation Education & Consultation - Develops onboarding and training materials to educate HR partners on compensation programs, policies, and practices. May deliver training to audiences across the organization and to internal partners (e.g., HR Consulting, HRBP, Global Talent Acquisition, University Recruitment).

Qualifications

Required/Minimum Qualifications

7+ years general HR experience or other related work experience

OR 6+ years directly related compensation work experience

OR Bachelor's Degree in Human Resources, Business, or related field AND 5+ years related work experience.

Additional or Preferred Qualifications

Compensation project management experience

Excellent organization, presentation and interpersonal skills required

Knowledge, Skills, Abilities

·       Budgeting

·       Business Acumen

·       Change Management

·       Compensation

·       Compensation Analysis

·       Compensation Design

·       Compensation Laws

·       Compensation Planning

·       Compensation Trends

·       Computer Literacy

·       Confidentiality

·       Conflict Resolution

·       Consulting

·       Creativity

·       Critical Thinking

·       Data Analysis

·       Decision Making

·       English Language Proficiency

·       Executive Relationships

·       Global Compensation Program Management

·       Human Resources Business Processes

·       Human Resources Information Systems (HRIS)

·       Human Resources Policies And Procedures

·       Job Evaluation

·       Judgment

·       Legislation Awareness

·       Market Research

·       Negotiation

·       Oral Communication

·       Problem Solving

·       Project Management

·       Quality Assurance

·       Sales Compensation

·       Written Communication

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.