HR Manager (Generalist)

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As the HR Generalist for Romania Microsoft, this opportunity will allow you to partner with and builds relationships with leadership teams to enable a One Microsoft approach and may coach the leader and leadership team as needed. You will facilitate geography/client governance committee. This role maintains contemporary knowledge of laws, regulations, standards, emerging trends that may affect Human Resources (HR) policies and execution of these. As HR Generalist you act 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 peers to execute or lead projects, programs, and initiatives. This role also engages with local communities while fostering a culture with stakeholders such as professional networks, schools, community-based organizations. You will support the leadership team to design and orchestrate crisis management strategy, including emergency responses, disaster recovery, risk management, communications, and business continuity.

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.

• Bachelor’s Degree in Human Resources, Legal, Business, Psychology, or a related field and a minimum of many years of progressive experience in HR or a related function (e.g., hiring, training, performance management), with demonstrated application of statutory employment laws, labor regulations, and compliance policies across relevant jurisdictions
• Equivalent experience with a strong track record of navigating local labor law frameworks, ensuring adherence to statutory obligations, and managing HR processes in alignment with legal and regulatory standards

HR Community Leadership

• 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). Participates in leadership team's human resources governance inclusive of HR Business Partners/HR Directors and Centers of Excellence (COEs). Supports the businesses/teams including budget management for the HR team. Facilitates leadership, customer-first culture, and mindset.

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. Ensures HR information across the organization is accurate and up to date (e.g., immigration, mobility, offer governance). Promotes compliance with Microsoft practices around HR activities. Contributes to corporate opportunities for improving HR processes. Contracts with various stakeholders to ensure the work lands (e.g., Finance, Payroll, Procurement, Corporate, External, and Legal Affairs [CELA]).

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., HR suppliers). Provides information on questions from leadership. Collaborates with worker councils to ensure continued relationship. Partners and works to influence union representatives, workers councils, etc., where applicable. Oversees HR issues involving legal and financial risk to the organization and begins to represent HR in Compliance Governance Committee, in service to the Microsoft brand, values, and image.

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]). Contributes to optimal investments in employee experiences while contributing to the end-to-end employee experience for business impact (e.g., new campus, related return on investment [ROI]). Promotes fair and inclusive employee experiences for all (e.g., local policy, training, perks).

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. Networks and influences human resources stakeholders for engagement with external customer business decision-makers to share and inspire current or future customers to drive business, as well as external HR communities to shape policies and programs supporting future work. Interacts with the broader community by leveraging social media (e.g., LinkedIn) and professional media (e.g., Society for Human Resource Management [SHRM], best workplace).

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.