Senior Director, HR Business Partner

We are seeking an experienced HR Leader to join the India HR Team, supporting key strategic teams in the India Development Center (IDC).

This role serves as the primary HR representative on the IDC Leadership Team, aligning HR strategy with organizational objectives and site-wide initiatives. This position will also lead and drive horizontal HR projects across the engineering organization, fostering collaboration and unified execution of talent, OD, and leadership priorities. Additionally, the role acts as the key HR liaison for IDC on global HR Leadership Teams, representing engineering interests and influencing global HR decisions and practices.

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.

Required Qualifications

• Bachelor's Degree in Human Resources, Business, or related field AND 9+ years work experience in HR Business Partnership, HR Process or in other related HR role (e.g., change management, talent management, org design, leadership effectiveness).
  • OR equivalent experience.
• 5+ years experience in People Management.

Preferred Qualifications

• Master's Degree in Human Resources, Business or related field and/ or Human Resources Professional Certification (e.g., PHR, SPHR, SHRM).
• 20+ years experience with partnering with wide network of clients and across Human Resources to deliver effective business solutions, and ideally with 10+ years experience in People Management.
• Skilled in problem-solving, leveraging data, and in navigating ambiguity and highly-matrixed organisation structures.
• Strong consulting, storytelling skills and executive presence, with the ability to influence and communicate effectively across levels.

• Org Leadership and People Strategy: Drives strategic business clarity and execution by guiding teams in developing effective HR interventions, assessing strategy effectiveness, and providing executive coaching to enhance leadership capability. The role collaborate across functions to align organisational and people strategies with business objectives, supporting transformational change and fostering an inclusive, high-performing culture. Leverages the all-up Human Resources People Plan to build consistency across the company. Ensures alignment between the people plan and the business’s strategic goals, as well advise on the development and implementation of the people plan.

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  Organizational System: Defines the direction and scope of change and leads changes to new or existing programs or processes for a client, organization, or time zone. Assumes accountability for the team in creating highly complex and impactful interventions, including re-organization and clarifying accountabilities, responsibilities, and decision rights. Fosters change with business leaders and related disciplines, and facilitates change implementation throughout the organization to make the most of organizational assets and strategic decisions.

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  Talent : Drives a comprehensive approach to strategic talent management, focusing on aligning talent strategies with organisational goals through data-driven planning, proactive engagement, and close collaboration with business leaders and HR partners. Integrates inclusion initiatives, succession planning, and continuous talent development to ensure a robust and future-ready workforce. Leverages multiple HR functions and resources to address talent gaps, cultivate leadership, and ensure the people plan aligns with evolving business priorities.

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  Leadership Effectiveness: Provides oversight and insight for the top Microsoft leaders by connecting leadership effectiveness plans with the broader Microsoft ecosystem and providing executing coaching. Consults leadership on improving the clarity of business strategies and addressing gaps in execution. Designs, and deploys team members to implement interventions that improve leadership and team performance to achieve strategic objectives across business groups and support cultural transformation. Utilizes various strategies and resources to influence leaders to invest in change management. Collaborates with a variety of functions to drive leadership capability, and supports effective leadership team and/or other decision making bodies on critical issues.

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  People Management: Delivers success through empowerment and accountability by modeling, coaching, and caring. Model: Live our culture. Embody our values. Practice our leadership principles. Coach: Define team objectives and outcomes. Enable success across boundaries. Help the team adapt and learn. Care: Attract and retain great people. Know team’s capabilities and aspirations to constructively invest in their growth.