Microsoft

Senior HR Manager, Data Center Operations

Microsoft • $106K — $203K *
Boydton, VA 23917In-Person
Information Technology
5 - 7 years of experience
Today
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Job Overview by Ladders

Qualifications

  • Bachelor's Degree in HR, Legal, Business, Psychology, or related field with 7+ years HR experience
  • 3+ years in large-scale operational environments
  • 3+ years partnering with senior stakeholders
  • Master's Degree in HR or relevant field preferred
  • Human Resources Professional Certification like PHR, SPHR, or SHRM is a plus
  • Experience in 24/7 production environments
  • Strong relationship-building skills at all organizational levels.

Responsibilities

  • Engage with employees onsite to assess experiences and offer HR support
  • Create and implement people strategies for improved workplace culture
  • Act as a neutral resource addressing HR inquiries from employees and managers
  • Champion change management and clear communication during organizational transitions
  • Leverage employee insights to propose solutions and enhance performance
  • Drive manager capability-building initiatives tailored to site needs
  • Design crisis management strategies in collaboration with leadership.

Benefits

  • Employee Assistance Programs (EAPs) for wellness and crisis support
  • Opportunities for professional development and training
  • Collaborative work environment within a diverse HR community
  • Involvement in a fast-paced and dynamic operational setting.
  • Access to a global network within a leading technology company.
Full Job Description
We are looking for experienced Senior HR Manager, Data Center Operations to directly partner with and support one of our largest and fastest growing datacenter campuses in Boydton, VA. The Boydton metro has a workforce of over 950 employees and growing, keeping operations running 24/7, 365 days a year. The Senior HR manager will be fully dedicated to support Boydton's datacenter operations leadership, managers and employees, and work directly onsite.

This is an exciting opportunity to exercise a broad range of HR skills to support a unique and diverse workforce (datacenter technicians and managers) while scaling through the broader Microsoft HR ecosystem. We are looking for someone who is highly proactive, resilient, and results driven. The right fit is someone who is a collaborator (both with the business and within the HR function), a trusted advisor, and a proactive problem solver who can work autonomously in a fast-paced environment.

Responsibilities

Employee Experience / Engagement
  • Through in-person engagement and observation across the workplace and in-person relationship-building, develop clear perspective on local employee and manager experiences, areas of risk, and culture of the local area to provide necessary context and guidance to datacenter (DC) leadership and broader HR team
  • Create and execute people strategies and programs that create a positive work environment, improve employee engagement, etc., in partnership with metro leadership
  • Be a trusted, neutral resource to employees and managers in helping them seek out support on HR questions and concerns leveraging Microsoft's HR operating model
  • Act as employee advocate by looking beyond process implementation into the lived experiences of employees, managers, and leaders
  • Provide support to employees and managers on time-sensitive, urgent questions on the spot in accordance with Microsoft policy and process
  • Be present onsite during some evenings and weekends to connect with employees and managers on evening/night shifts.
  • Partner across the HR model to foster seamless, high-quality delivery of HR services (e.g., onboarding, offboarding, statutory reporting, tracking and reporting).


HR Community Leadership
  • Champions change management efforts across the metro and fleet, helping employees and leaders navigate change effectively through clear communication, partnership, and workforce-focused execution
  • Have a regular seat at datacenter leadership and team meetings to partner and provide HR perspective on site strategy, goals, and challenges.
  • Partner with the Boydton metro leadership and HR Business Partner team to develop the broader team's skills and capabilities, by providing training, coaching, feedback, etc.
  • Compile, share and leverage insights (anecdotal, case insights, other listening systems) with leadership and partners to propose and develop needed solutions and risk assessment plans.
  • Supports the implementation of interventions to improve leadership and team performance.


Projects, Programs, & Initiatives
  • Design and implement specific manager capability building efforts at the site attune with the different professions, shifts, and needs. Leverage and build upon existing broader manager capability resources and efforts.
  • Identifies and implements people-focused interventions within the metro to strengthen employee engagement, manager effectiveness, and team culture, and scales best practices across the fleet
  • Partner with CO+I HR Business Partners with various HR projects and initiatives.
  • Collaborate with GTA to support the recruitment and onboarding of the right workforce for the site, and collaborate with the recruiters and broader HR team.
  • Identify opportunities and engages local communities while promoting culture with stakeholders such as professional networks, schools, community-based organizations, etc.


Crisis Management Team (CMT) and Disaster Recovery
  • Partners with the leadership team to design and orchestrate crisis management strategy, including emergency responses, disaster recovery, risk management, communications, and business continuity
  • Ensures assistance for employees by activating the company's Employee Assistance Programs (EAPs) and employee well-being programs, during and after a crisis


Operational Compliance & Labor Relations
  • Maintain 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).
  • Ensure compliance with applicable labor laws and regulatory environment. Provides information on questions from leadership.
  • Own and manage labor relations activities for the business, partnering with leaders and employee representation stakeholders to support compliance with formal labor agreements, resolve workforce issues, and maintain effective labor-management relationships.
  • Facilitates the localization/update of policies and procedures related to managed projects and programs by analyzing trends and making recommendations to HR Business Partners; may manage and initiate the updates to policies (e.g., benefits-related) in collaboration with peer HR disciplines.


Embody our culture and values

Qualifications

Required/Minimum Qualifications
  • Bachelor's Degree in Human Resources (HR), Legal, Business, Psychology, or related field AND 7+ years experience with HR or related experience (e.g., hiring, training, performance management) involving applicable employment laws and policies OR equivalent experience.
  • 3+ years' experience in large-scale (500+ employees), frontline or operational environments OR equivalent experience
  • 3+ years' experience partnering with senior stakeholders OR equivalent experience


Additional or Preferred Qualifications
  • Master's Degree in Human Resources (HR), Legal, Business, Psychology, or related field.
  • Human Resources Professional Certification (e.g., PHR, SPHR, SHRM).
  • 5+ years of experience partnering with a wide network of clients and across Human Resources to deliver effective business solutions
  • Experience working in a production, mission-critical 24/7 environment (such as manufacturing, warehouse, retail, military, physical operations in an IT and/or critical environment infrastructure)
  • General knowledge of employment and labor laws in the US
  • Demonstrated ability to build and maintain strong relationships with employees at all levels of the organization
  • Experience with facilitating and supporting change management initiatives
  • Excellent communication and interpersonal skills
  • Ability to handle sensitive information confidentially
  • Organizational and time-management skills


HR Generalist IC5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $137,600 - $222,600 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay

This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.

About Microsoft

Microsoft is an American multinational corporation that develops, manufactures, licenses, supports, and sells a range of software products and services. Microsoft’s devices and consumer (D&C) licensing segment licenses the Windows operating system and related software, Microsoft Office for consumers, and the Windows Phone operating system. The company’s computing and gaming hardware segment provides Xbox gaming and entertainment consoles and accessories, second-party and third-party video games, and Xbox Live subscriptions; surface devices and accessories; and Microsoft PC accessories. Its phone hardware segment offers Lumia smartphones and other non-Lumia phones. Its D&C segment provides Windows Store, Xbox Live transactions, and Windows phone store; search advertising; display advertising; Office 365 Home and Office 365 Personal; first-party video games; and other consumer products and services as well as operating retail stores. Microsoft’s commercial licensing segments license server products, including Windows Server, Microsoft SQL Server, Visual Studio, System Center, and related Client Access Licenses (CALs); Windows Embedded; Windows operating system; Microsoft Office for business, including Office, Exchange, SharePoint, Lync, and related CALs; Microsoft Dynamics business solutions; and Skype. Its commercial segment offers enterprise services, including premier support services and Microsoft consulting services; commercial cloud comprising Office 365 Commercial, other Microsoft Office online offerings, Dynamics CRM Online, and Microsoft Azure; and other commercial products and online services. The company markets and distributes its products through original equipment manufacturers, distributors, and resellers, as well as online.

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Career growth at Microsoft is about more than climbing the corporate ladder; it's about continuous learning, expanding your skills, and improving your capabilities. With access to various leadership and training programs, you can evolve as a professional and make a significant impact within the company and on the global stage.

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Our hiring process is designed to identify true potential. Starting with a review of your resume, followed by interviews that assess your problem-solving abilities and cultural fit, we ensure that all candidates have a fair chance to demonstrate their strengths and potential to contribute to our team.

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Learn more about Microsoft
Size
181,000 employees
Market Cap
$1,762.4 billion
Industry
Enterprise Technology
Net Income
$51.3 billion
Founded
1975
5 Year Trend
+15.5%
Revenue
$153.2 billion
NASDAQ
MSFT
* Ladders Estimates

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