Lead Senior HR Consultant (Israel)
Are you passionate about shaping the future of work through human-centered, data-driven, and AI-powered HR solutions? Do you thrive in a dynamic environment where you can lead with influence, drive impact, and empower others? If so, we have an exciting opportunity for you.
The HR Consulting organisation at Microsoft empowers business performance and fosters an inclusive culture by delivering coaching, insights, and scalable global solutions for managers and employees worldwide.
We are currently seeking a Senior HR Consultant to join our EMEA HR Consulting team, supporting our business in Israel. This is a high-impact individual contributor role with team leadership responsibilities - ideal for someone who excels at leading through influence rather than formal people management.
As a Senior HR Consultant, you will:
- Partner with managers and employees in Israel to resolve complex employee relations matters.
- Drive scalable capability-building initiatives and coaching engagements.
- Design and implement HR programmes tailored to business needs.
- Provide expert, data-informed HR consulting by analysing trends and offering actionable insights.
- Support policy compliance, risk mitigation, and continuous improvement through CRM-based case management.
In addition to your core consulting responsibilities, you will play a pivotal role in leading and aligning the local HR Consulting team’s efforts across Israel. This includes:
- Driving clarity and focus on HR Consulting priorities in Israel.
- Providing day-to-day direction and coordination to ensure consistency and impact.
- Offering feedback and guidance to the team, particularly around execution, delivery and impact.
- Representing the HR Consulting team as part of the Israel HR Leadership Team, contributing to a high-performance and inclusive culture.
This role reports to the HR Consulting Lead for South Europe, MEA & Israel, and works in close partnership with the local geo HR team and HR partners across EMEA.
At Microsoft, we are united by a shared mission: to empower every person and every organisation on the planet to achieve more. We embrace a growth mindset, value innovation, and foster a culture of respect, integrity, and accountability. Here, you’ll find a place where you can thrive - at work and beyond.
Responsibilities
Capability Building
Leads their area in the collaboration with peer disciplines or professions, 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 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 HR partners in capability building conversations.
Shares learnings and best practices with team.
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 HR disciplines in developing and coordinating respective trainings as needed.
Employee Relations
Assists/Partners with Workplace Investigation Team (WIT), Business and Regulatory Investigation (BRI), and/or Global Employee Relations (GER) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography, and other HR peers (e.g., HRBP, CELA Public Relations, Global Security, Benefits).
Ensures appropriate documentation of issues is in place. May lead the investigations for a business, region, or geography where resources are limited. Consults on how to navigate the nuance of investigations and partnerships/collaborations in working through the details of the situation.
Interprets trends in employee relations issues. Implements interventions/programmatic work to facilitate an open, inclusive, Microsoft values-based environment that enables effective employee relations for an assigned business, region, or geography.
Understands precedence that has been set and anticipates long-term impacts of short term decision-making.
Connects with broader outside community on business for their region/geography to understand commonality and how to address it a broader or global scale.
Identifies evolutions in regulatory environments that may impact employee relations and makes recommendations on changes within HR policies to align with external/evolving expectations.
Directs the diagnostics and resolution of issues with high level 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.
Works with outside counsel to assess legal risk of different scenarios/ways to solve it.
HR Projects & Programs
Partners with Centers of Excellence (COE) on implementing and capitalizing on scalable Human Resources solutions and programs and find ways to make them relevant to the business or geography that the team partners with.
Manages Human Resources processes for a business, region, or geography by reviewing progress and making recommendations on project/program management.
Leads HR projects or programs (e.g., critical positions retention, mid-year performance checkpoint) based on unique needs for a business, region, or geography and provides input from implementation.
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. Proactively identifies HR peers to collaboratively address business challenges.
HR Solutions Consulting
Provides expert consulting services to managers and employees in one or more focus areas related to HR programs, processes, and initiatives.
Influences the future direction of HR work by synthesizing insights and contributing perspectives, expertise, and leadership. Represents their focus area in the broader HR community.
Generates and/or presents trends and insights on organizational health solutions for the relevant HR teams to take action. Recommends action plans to HR partners, business leaders, and GER based on analytics and business/local needs.
Provides insight to HR leaders and executives to help them understand a holistic view of their country/geo so they can form a broader understanding.
Use insights to identify and highlight opportunities that require intervention by HR and makes this information available to HR leaders and executives in a timely fashion.
Operational Compliance
Interprets and advocates Microsoft values and compliance with HR policies for a business, region, or geography.
Independently identifies/raises needs and uses judgment 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/updating of policies and procedures related to managed projects, programs, and other ways of working.
Establishes partnerships with Human Resources policy owners and relevant stakeholders. May lead efforts to update policies (e.g., benefits-related) in collaboration with peer HR disciplines.
Queue Management
Responds to written correspondence, email, and other outreach from employees and managers. Closes cases in a timely manner.
Responsible for maintaining their own queue hygiene. Ensures appropriate documentation by adhering to Microsoft and HR policies.Maintains information security and confidentiality.
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.
Shares feedback to the senior advisors for queue management system (AskHR) regarding opportunities to solve problems earlier in the funnel, escalation, and process efficiency and navigating escalations.
Change and Transformation Leadership - Drives successful organizational change and transformation initiatives by facilitating change leadership, managing transitions, making informed decisions, solving complex issues, overseeing projects, and ensuring quality outcomes in HR consulting practices.
Contracting and Consulting - Enhances business outcomes by offering specialized advice and solutions across various challenges, leveraging a strong professional acumen and interpersonal effectiveness.
Human Resource Programs - Enhances organizational and employee performance through the strategic design and execution of comprehensive human resource programs informed by data and industry best practices.
Qualifications
Required/minimum qualifications
Bachelor's Degree AND 7+ years experience with human resources or business programs/processes OR Master's Degree AND 4+ years experience with human resources or business programs/processes OR equivalent experience.
Employee Relations and Regulatory Compliance - Safeguards organizational integrity and fosters a positive work environment by ensuring adherence to employment laws and maintaining equitable employee relationships.
Data Analysis - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies.
Additional or preferred qualifications
Bachelor's Degree AND 12+ years experience with human resources or business programs/processes OR Master's Degree AND 8+ years experience with human resources or business programs/processes OR equivalent experience. 3+ years employee relations experience.
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. 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.
Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.
