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Employee Experience Manager



Paris, France
Posted on Monday, February 12, 2024
We are currently recruiting an Employee Experience Manager or Senior HR (Human Resources) Consulting Lead for our HR Consulting team in France. Joining at a time of transformation, your mission will be to empower Microsoft’s business performance and inclusive culture through human-centered, data insights, and AI-powered coaching and global solutions for managers and employees working in all parts of Microsoft’s business.

The HR Consulting team in France forms part of the EMEA (Europe, Middle East, and Africa) HR Consulting organisation and is an exciting and evolving team of HR professionals that support managers and employees with a myriad of employee relations matters and scaled forms of work.

This opportunity will allow you to be a people manager and leader within the HR Consulting organisation working across a global organization to empower our leaders to contribute to the business transformation.

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. We are passionate about the role that technology plays in solving some of the greatest challenges facing our customers. 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.


People Management

  • Managers deliver 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 each individual’s capabilities and aspirations; Invest in the growth of others.

Employee Relations

  • Directs the diagnostics and resolution of issues with increasing complexity, visibility and risk related to policy or culture concerns/violations and incident or threat response, independently or by collaborating with managers, peers in Human Resources and Legal profession as appropriate; recommends solutions to address issues from a systematic perspective (e.g., establishing new principles/tools) while prioritizing employee experiences to maintain a safe and professional work environment.
  • Assists/Partners with Global Employee Relations (GER) or Business & Regulatory Investigations (BRI) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography; may lead the investigations for a business, region, or geography where resources are limited; ensures appropriate documentation of issues is in place.
  • Interprets trends in employee relations issues; designs and recommends interventions and solutions to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.
  • Oversees labor relations for France with the social relations team and the four works councils of different legal entities. Building and leading the labor relations strategy for France
  • Acts as the CEO's legal delegate for all works councils

HR Solutions Consulting

  • Provides expert consulting services to managers and employees in one or more focus areas related to Human Resource (HR) programs, processes, and initiatives, and holds their team accountable for doing the same; represents their focus area in the broader Human Resource (HR) community; influences the future direction of Human Resource (HR) work by synthesizing insights and contributing perspectives, expertise, and leadership.
  • Leads data analytics and organizational health diagnostics by creating analysis plans and leading the collaboration with Human Resources Business Partnership (HRBP); generates and/or presents trends and insights on organizational health solutions; recommends action plans to business leaders based on analytics and business/local needs.

Capability Building

  • Identifies the appropriate approach and leverages resources to enhance manager capability by conducting one-on-one consulting/coaching with business leaders, or by engaging relevant stakeholders and Human Resource (HR) partners in capability building conversations.
  • Leads their area in the collaboration with peer disciplines or professions (e.g., Talent Management, Learning and Development), as well as global Human Resource partners, to contribute insights, leverage resources, and provide capability building support for the leadership of a business, region, or geography via scalable projects, programs, and/or initiatives (e.g., manager excellence community, manager capability, onboarding, team-building, rewards communication).
  • Identifies and aggregates training needs within the business, region, or geography supported; develops implementation plans to address the training needs identified, and partners with peer Human Resource (HR) disciplines in developing and coordinating respective trainings as needed.

HR Project and Programs

  • Partners with Centers of Excellence on implementing and capitalizing on scalable Human Resources programs and processes (e.g., Rhythm of Business (ROB)/performance and development cycle, management excellence communities, employee movement, ad-hoc projects); manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.
  • Leads the design and implementation of local Human Resource (HR) projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography; provides project guidance related to prioritization, timelines, budget, resourcing, and impact.
  • Leverages, aligns, and integrates communication strategies and messages from the Center of Excellence (COE); guides others in the implementation of communication messages; collaborates with peer disciplines (e.g., Human Resources Business Partnership) to gain buy-in on programs and processes from business stakeholders.

Operational Compliance

  • Interprets and advocates Microsoft values and compliance with Human Resource (HR) policies for a business, region, or geography. Identifies/raises needs to mitigate potential risks by collaborating with the Legal profession; collaborates with peers in other businesses, regions, or geographies to share input and drive standardized/scalable approach for enhancing compliance.
  • Leads the localization/update of policies and procedures related to managed projects and programs; establishes partnerships with Human Resources policy owners and relevant stakeholders; may lead efforts to update policies (e.g., benefits-related) in collaboration with peer Human Resource (HR) disciplines (e.g., HR Shared Services Support).

Queue Management

  • Manages, distributes, and oversees queries coming through the Customer Relationship Management (CRM)/queue management system for a business, region, and geography; assesses severity levels of queries and determines management approach; responds to written correspondence, email and other outreach from employees and managers; shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency.


Required/Minimum Qualifications

  • Experience with Human Resources or Business programs/processes; OR
  • Bachelor’s Degree AND experience with Human Resources or Business programs/processes.

Additional Or Preferred Qualifications

  • Employee Relations experience.
  • People management experience.
  • Senior Professional in Human Resources (SPHR)/Society for Human Resources Management-Certified Professional (SHRM-CP).

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.