Talent Development Director


Chicago, IL

Full time

US$148-222k (annually)


Jun 8

About the job

We are looking for a Talent Development Director who is passionate about influencing and impacting the experience of critical talent segments across the Experiences and Devices (E+D) and Technology and Research (T&R) organizations.

This role will lead a team focused on the talent management practice areas of accelerating leadership and early career talent segments. Together the team will lead our engagement approach including our talent discussions and Talent Talks throughout the year as we prepare our leaders for increasingly complex and quickly scaling roles from onboarding to development, movement and promotion. Additionally, this role and team will partner to drive progress in developing and retaining our critical early career talent as a talent pool for future senior leadership. The success of this work relies upon close partnership with talent managers across the company and our Center of Excellence (COE) partners to connect and enable talent plans for both current and future leaders to drive and scale our programmatic approaches. 

Microsoft is on a mission to empower every person and every organization on the planet to achieve more. Our culture is centered on embracing a growth mindset, a theme of inspiring excellence, and encouraging teams and leaders to bring their best each day. In doing so, we create life-changing innovations that impact billions of lives around the world. You can help us achieve our mission.


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.

Program Design and Implementation

  • Defines global Talent Management strategy (company-wide or in-business) or interprets global strategy and adapts for a business; translates strategy into the design of major talent programs (e.g., succession management, talent movement, leadership development, talent architecture) in alignment with Center of Excellence strategy by partnering with business and HR leadership, broader Talent Management community, and other organizations; drives engagement and talent strategy through others.
  • Embeds the Microsoft cultural attributes (e.g., diversity, inclusion), leadership principles, and other talent, learning, and organizational development frameworks into talent programs/solutions (e.g., talent planning, succession planning) for multiple organizations, lateral focus areas, or regions; holds teams accountable for applying and upholding cultural attributes, principles, and frameworks.
  • Manages and oversees large-scale programs and/or leverages deep business acumen to identify and implement Talent Management program needs across businesses; coordinates with leadership to achieve alignment, overcome barriers, and ensure overall program success; defines future talent management initiatives by identifying short-term and long-term business needs.
  • Develops, guides, and manages the execution of talent management programs (e.g., succession management, talent movement, leadership development, talent architecture) by anticipating future organizational talent needs, identifying stakeholders and partners, and establishing priorities; holds teams accountable for project execution; analyzes business priorities and data (e.g., bench strength, assessment data, growth projections) to identify and develop talent management strategies.

Qualitative and Quantitative Analysis and Application

  • Identifies and addresses critical gaps in talent management tools, methodologies, and principles through identification of business needs as well as industry trends and leading practices; drives the design and/or implementation of talent management tools (e.g., skills assessments, organizational diagnostics, successor talent assessments) to improve benchmarking, evaluation, forecasting, decision-making, and management of talent.
  • Exchanges information with senior business leadership teams, internal HR, and external partners about business needs/insights, organizational diagnostic tools, and existing tools from the Center of Excellence, and develops integrated talent plans.

Talent Management Consulting

  • Represents Microsoft regarding talent management practices internally by embedding practices into the business, and externally (e.g., conferences) and by ensuring the company's best interests are recognized and represented; represents Microsoft on third party requests for information on talent management.
  • Drives coordination of related disciplines (e.g., Talent Acquisition, HR Shared Services) in the implementation of Talent Management programs, and interfaces with leaders to achieve business outcomes; gains buy-in of strategies from executive leaders and stakeholders (HR and business); sees that governance is in place to ensure alignment of goals/investments, resource management, decision making, and buy-in across interdependent teams and strategies.
  • Follows, contributes to, reinforces, advocates, and defines philosophy, strategy, and standards for how Talent Management helps businesses respond to talent-related opportunities and demands (e.g., succession management, talent discussions); works through HR business partners to provide guidance on how to use tools and/or assessments to make talent-related decisions.

Change Management

  • Evaluates business drivers to make a case for change adoption; assesses risks and benefits of the changes, develops effective change-management strategies, and ensures communications and readiness materials are in place to facilitate the transition of Talent Management programs/processes.


Required/Minimum Qualifications

  • 15+ years experience in HR practices or Program/Project Management
  • OR Bachelor's Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or Program/Project Management.
  • 6+ years experience managing large-scale or complex projects/programs.

Additional Or Preferred Qualifications

  • Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field.
  • 5+ years People Management experience, either direct or indirect through team leadership.

The salary for this role in the state of Colorado is between $148,000 and $222,000.

At Microsoft, certain roles are eligible for additional rewards, including annual bonus and stock. These awards are allocated based on individual performance. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role.

Benefits/perks listed here may vary depending on the nature of your employment with Microsoft and the country where you work.US-based employees gain access to healthcare benefits, a 401(k) plan and company match, short-term and long-term disability coverage, basic life insurance, and fitness benefits, among others.

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. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you need assistance and/or a reasonable accommodation due to a disability during the application or the recruiting process, please send a request via the Accommodation request form.

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