Sr Talent Acquisition Manager - Microsoft

The Talent Acquisition Manager for France is responsible for managing the delivery of all experienced hire activity across Microsoft France. You will bring deep Talent Acquisition expertise, and creative and innovative ways of working that gives us a competitive edge when attracting the best talent. You will manage the TA team, leading transformation, developing the team and ensuring diversity embedded hiring practices are met ou will partner with business Senior Leadership Team for Microsoft France to look at market leading Talent Acquisition Strategies.

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.

Stakeholder/Client Engagement

• Uses data and metrics, and an understanding of the long-term business requirements, to advise a division, set of countries, or subsidiary on the implications of talent gaps. Leads the development of staffing processes and strategies.
• Applies deep knowledge of factors relevant to the business and hiring managers' needs (e.g., time to hire, location, budget) and uses this knowledge to guide the development of end-to-end hiring plans aligned to the needs of the business group, division, region, or subsidiary.
• Consults a division, region, or subsidiary on critical talent needs and opportunities. Presents and frames information in a way that speaks to the business needs and influences leaders to embrace differentiated and alternative types of talent (e.g., compete, diverse, nontraditional) that may not be typically considered.

Data Analysis & Hiring Plans

• Analyzes relevant data and trends to provide insight and set plans to meet hiring goals. Connects data to cross-organization goals and leads conversations across groups to address broad hiring issues. Leads the implementation of a hiring plan for complex organizations, areas, or talent pools that addresses both business demand and availability of talent for a division’s, set of countries, or subsidiary’s short-term and long-term needs (12 months and beyond).

Candidate Attraction

• Uses deep knowledge of competitor opportunities to differentiate Microsoft’s unique career possibilities, advantages, and rewards and leverage a consistent, compelling message that conveys the most significant motivators to prospective candidates.
• Shares proven stories that help others across the discipline to source, recruit, and/or close candidates. Tracks candidate activity and shares with internal stakeholders.
• Coaches the client to represent Microsoft’s unique career possibilities, advantages, and rewards that are distinct from those of competitors.

Candidate Experience

• Gathers requirements and develops hiring plans that meet candidate needs throughout the hiring lifecycle, often for critical, complex, high level or high volume candidate searches. Owns the candidate experience and prepares candidates for next phases of the process. Enhances the candidate experience at all phases of the relationship by proactively identifying factors that may adversely impact the candidate and partnering with business leaders to develop mitigation strategies.

Talent Sourcing

• Leverages long-term relationships with talent pools and communities across the industry. Develops a comprehensive approach that integrates multiple concepts (e.g. community building, business intelligence) to create an innovative sourcing strategy for a division, set of countries, or subsidiaries.
• Shares candidates across teams, and is responsible for developing and implementing strategies to generate and meet targets for differentiated talent for a division, set of countries, or subsidiaries.

Candidate Assessment & Screening

• Manages the candidate assessment framework and identifies, adopts, and evangelizes best practices that ensure high-quality hires. Identifies opportunities for improvement and leads the creation of assessment materials by identifying relevant competencies and job criteria.
• Manages the candidate screening framework, and identifies, adopts, and evangelizes best practices that ensure effective screening processes and a qualified talent pool.

Operational Compliance & Excellence

• Leads the optimization of staffing policies, systems, and processes throughout their organization, and guides stakeholders on the impact of these changes.
• Holds their team accountable for maintaining current documentation on candidates’ qualifications and status in the appropriate staffing or tracking system, within compliance guidelines (e.g., Office of Federal Compliance Programs, General Data Protection Regulation). Drives team to capture relevant data in recruiting platform and monitors and oversees quality of data capture.

Other

• Embody our culture and values

Competencies:

Growth Mindset: Responding positively to challenges and continually seeking new and better ways of approaching things

Collaboration: Drives alignment and teamwork within a team, department, or across organizational boundaries. Combines resources and joins efforts to achieve company-wide goals

Customer Focus: Anticipates customer needs, and proactively meets and exceeds customer expectations. Recognizes the issues that customers want to resolve, and creates, or facilitates the creation of, products and services to address customer needs.

Drive for Results: Tenaciously pursues positive outcomes, using effective approaches to solve problems. Delivers on commitments and seeks increasingly challenging work. Takes responsibility and holds others accountable for actions, decisions, and goals.

Influencing for Impact: Communicates and networks effectively. Successfully persuades and influences others.

Business Acumen: Applies an understanding of how Microsoft’s business operates, financially and strategically, within the industry. Analyzes key business drivers, and integrates insights into priorities and plans.

Trusted Advisor: Conveys professional depth and breadth, and builds strong client relationships. Effectively influences clients.

Leadership Capabilities:

Develop and Attract Talent: Identifies skills that are missing in the team and creates a plan to address them. Effectively attracts and recruits talent for the team. Provides ongoing feedback that helps direct reports improve their performance. Provides support for career growth and long-term development.

Deliver Results Through Teamwork: Effective at planning and prioritizing the team’s work. Effectively communicates the business strategy and how work aligns to broader goals. Holds team and individuals accountable for results. Encourages and recognizes collaborative behaviour across the team.

Role Model Microsoft Values: Works through others, and across teams to deliver business results. Builds and maintains a motivated, productive team by prioritizing, balancing workloads, providing clear direction, assessing performance, then rewarding the right results.

Experience & Education:

Bachelor’s degree or equivalent

A minimum of 10 years related business experience with 2+ years formal or informal leadership/managerial experience in talent acquisition

A solid understanding of the French Talent landscape

Data driven and highly developed analytic skills

Experience in project management and designing effective hiring processes to meet changing business needs

Proven people leadership / management experience

Ability to coach and influence immediate team as well as senior leadership team

Resilience and openness to drive change and transform

Fluent in English and French

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. 

Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work