Performance and Development Director

The Total Rewards (TR) team enables employees to do their best work and helps ensure Microsoft remains an exceptional place to work. This is an exciting opportunity to join a team responsible for global and executive compensation programmes, global benefits, mobility, and performance and development. Working in a highly matrixed environment, the Total Rewards team collaborates closely with other centres of excellence and business partners across and beyond Human Resources.

We are seeking a highly motivated and collaborative Performance and Development (P&D) Director to drive high-impact outcomes across HR and the broader Microsoft business. This role focuses on enabling high-quality performance conversations between managers and employees by clarifying expectations for high performance, impact and growth while reducing process friction and embedding the experience into daily work. Success in this role requires strategic thinking at a global level, an experience-design mindset, and the ability to influence across a complex, matrixed organization.

This position requires extensive cross-group coordination and effective influencing at all levels, and the ability to manage high volume, high impact work in a dynamic environment. This role partners closely with HR business partners, Employee Experiences team and other HR Functions (Management Excellence, Inclusion, etc.) to ensure performance and development moments enable high-performing teams aligned with Microsoft leadership principles, culture and values without burdening the business with heavy administrative processes.

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.

GlobalP&DStrategy&Business Alignment

• DefinesPerformance and Development(P&D)strategy instrongpartnershipwiththeHR leadershipteam. Translatesthis strategyintoend-to-end experiences(e.g.,Connect, Feedback, Recognition, PerformanceManagement)anddrive engagementsandpartnershipsacross the broader HRcommunityand broader communities to activate.
• Lead cross-functional HR teams to incubate and scale innovative ideas, driving end-to-end executionacross process,technology andAI-enabled solutions and continuous process and technology transformation.

Program Design & Implementation

• Embeds the Microsoft cultural attributes, leadership principles, talent, learning, and organizational development frameworks intoperformance and developmentprograms/solutions (e.g.,FeedbackConnects)across Microsoft.Holdstheteams accountable for applying and upholding cultural attributes, principles, and frameworks.
• Definesandevolvesglobalperformance and developmentof programs,solutionsandexperiences(e.g.,FeedbackConnects). Develops, guides, and manages the execution ofperformance and developmentprograms byanticipatingfuture organizational needs,identifyingstakeholders and partners, andestablishingpriorities.Analyzesbusiness priorities andkeydatapoints to refine and develop P&D programs andstrategies.
• Manages and oversees large-scale programstoimplementPerformance & Developmentprogramsacrossthebusinesses. Coordinates with leadership to achieve alignment, overcome barriers, and ensure overall program success. Defines futureP&Dinitiatives byidentifyingshort-term and long-term business needs.
• Leadsthe development and end-to-end implementation of agentic AI solutions across the P&D portfolio, proactively embedding AI into core processes and optimising high-quality prompts to driveaccurate, context-driven outputs at scale.

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 tofacilitatethe transition ofPerformance and Developmentprograms/processes.

People Management

• Managers deliver success through empowerment and accountability bymodelling, coaching, and caring. Model: Live our culture. Embody our values. Practice our leadership principles. Coach: Define teamobjectivesand outcomes. Enable success across boundaries. Help the team adapt and learn. Care: Attract andretaingreat people. Knoweach individual'scapabilities and aspirations. Invest in the growth of others.

Required Qualifications

• Bachelor's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 8+ years experience in compensation, data analytics, human resources, finance, business, or related field; OR Master's Degree in Human Resources, Business, Data Analytics, Mathematics, or related field AND 6+ years experience in compensation, data analytics, human resources, finance, business, or related field; OR equivalent experience.

Additional or Preferred Qualifications

• Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field
• 6+ years managing large-scale or complex projects/programs

• 5+ years People Management experience, either direct or indirect through team leadership

• Proven capability inprompt engineeringor agenticAIimplementationacross either first partyup toenterprise-widescenarios.

Compensation M6 - The typical base pay range for this role across the U.S. is USD $130,900 - $277,200 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $165,600 - $303,600 per year.

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay

This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.

Microsoft is an equal opportunity employer. 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 with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.