Human Resources Strategy Analyst

Location: Redmond
Posted on: June 23, 2025

Job Description:

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. We believe in the power of technology to transform lives and create opportunities for people around the world. Through our focus on executing with excellence and continuous improvement, our Human Resources (HR) community is a driving force in evolving Microsoft’s culture in the era of AI; attracting, growing, and skilling talent; enabling high-performing teams; and optimizing our workforce to empower employees and benefit customers. Microsoft’s Chief Human Resource Officer’s (CHRO) team is hiring a Human Resources Strategy Analyst who will report to the Chief of Staff (COS) and play a key role in driving the goals of the Office of the CHRO and the organization. You will conduct in-depth market-based, data-driven research, synthesize findings into actionable insights, and effectively communicate with key stakeholders (e.g., Microsoft Board Committees) and senior leaders from across the business. You will also - in close partnership with the COS and CHRO - craft HR insights and communications for the Microsoft Board of Directors that synthesize key learnings and insights, and inform HR strategy for Microsoft. Qualifications Required/Minimum Qualifications Bachelors Degree in Business, Finance, Economics, Liberal Arts, Computer Science, or related field AND 1 year(s), marketing, strategy, business planning, consulting, banking, finance, economics, and/or partner organization experience OR equivalent experience. Additional or Preferred Qualifications Bachelors Degree in Business, Finance, Economics, Liberal Arts, Computer Science, or related field AND 5 years marketing, strategy, business planning, consulting, banking, finance, economics, and/or partner organization experience OR Masters Degree in Business Administration or related field AND 3 years marketing, strategy, business planning, consulting, banking, finance, economics, and/or partner organization experience OR equivalent experience. 2 years experience in Strategy, Management Consulting, and/or Finance. Business Strategy IC3 - The typical base pay range for this role across the U.S. is USD $83,400 - $167,800 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 $108,900 - $183,000 per year. Responsibilities HR Strategy and Prioritization: Develop an understanding of Microsoft’s HR portfolio, strategic priorities, competitive position, gaps, and potential opportunities. Drive evaluation of HR strategic alternatives and support the design of HR roadmap, go-to-market, and integration plans enabling insight sharing with business leaders across the organization and board. Communication: Effectively communicate HR-related insights to senior business leaders. Build end-to-end storylines and create/manage outlines across multiple projects to produce executive-ready materials. Deliver project findings, recommendations, and implications to senior executives to facilitate discussions and decision-making. Create comprehensive Board of Directors-ready presentations for the CHRO to support strategic discussions and decision-making processes. Project Leadership: Contribute to large HR Strategy projects for the COS and CHRO and manage small projects end-to-end with guidance from HR leaders as needed. Contribute to the design and facilitation of internal strategy workshops as a part of the HR strategy development process and in alignment with Board of Directors meeting rhythm. Business Partner Relationships: With direction from COS, establish and maintain key points of contact with internal HR teams (e.g., Line HR, Corp functions, COEs); manage and cultivate relationships with leaders of internal teams. Build executive relationships (e.g., Directors, GM-level) to facilitate engagement in strategic initiatives and communications. External Engagement: Support the delivery of external communications on behalf of the Office of the CHRO and HR Leadership Team by providing HR strategic research and analysis. Support external meetings with HR strategy research and analysis. Other: Embody our culture and values

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