HR Service Lead

HR Service Lead Overview The GEO POPS Specialist is the execution authority and market operator , responsible for translating policy and statutory requirements into day‑to‑day execution , orchestrating issue resolution, and ensuring accurate, compliant outcomes within the posture and guardrails set by the GEO POPS Manager. 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. Responsibilities A) Market execution & Operations Run GEO‑level execution for assigned countries across the hire‑to‑retire local layer. Execute statutory operations, authority correspondence, filings, and local documentation workflows. Act as the single POPS escalation point for employee‑impacting issues within scope. B) Risk signaling & evidence stewardship Identify and flag risks early, providing facts, evidence, and options , maintaining documentation required for audits/inspections. Maintain documentation, records, and artifacts required for audits and inspections. Execute within defined controls, signatory rules, and delegation frameworks. Execute within DOA/signatory governance and document risk classification rules where permitted C) Operational analytics, Signal Detection & Insight contribution (explicit expectation) Maintain high‑quality operational data (case logs, defect classification, payroll tagging, readiness indicators) to ensure dashboards and analytics are reliable. Monitor day‑to‑day performance signals (aging, recurrence, pay‑impact flags, statutory deadlines, readiness gaps) and proactively flag emerging risks. Contribute structured insights , not just facts — highlighting patterns, likely root causes, and recommended actions based on evidence. Support RCA and preventive action tracking , ensuring agreed fixes (process, data, guidance, automation) are implemented and effective. Use dashboards and reports as execution tools , not passive reporting — adjusting priorities and escalation behavior based on live signals D) Policy‑to‑Pay & payroll interface orchestration Act as single HR‑side intake for employee‑impacting payroll issues, triage payroll issues per need, distinguish one‑off errors vs. systemic defects , and coordinate resolution across the ecosystem. Translate HR policy, compensation, benefits, and statutory changes into clear, payroll‑ready inputs . Surface dependencies, readiness gaps, and risks before changes hit payroll . Coordinate with Payroll, POPS Product & Delivery teams, COEs, HR partners, and vendors to ensure completeness and timing on payroll inputs. E) Orchestration & partner management Orchestrate across POPS product & delivery units, GEO HR, Finance/Payroll, vendors, Legal/Risk/Privacy, ensuring clean hand‑offs and no accountability leakage. Engage in Geo-specific transformation initiatives where data shows recurring manual work, rework, or escalations. F) Statutory operations & compliance execution Maintain current statutory knowledge and translate it into executable steps , checklists, and controls. Respond to inspections/audits/government inquiries with accurate evidence and timely coordination. Act as GEO signature owner (where legally permitted), under a centralized governance and DOA model Ensure consistent, compliant, auditable execution using approved digital tools and controls G) Vendor coordination (operational loop) Coordinate day‑to‑day vendor execution (as applicable), validate outputs, and escalate quality/compliance risks with evidence. H) Continuous improvement & knowledge assets Contribute to process improvements, playbooks, documentation , and knowledge assets are current. Support transformation, transitions to automation or outsourced models through execution rigor, e.g. - shift work to Tier 1 / Tier 2 where appropriate; reduce manual, country specific complexity; support automation and Employee Hub maturity. Qualifications Required/Minimum Qualifications (RQs/MQs) . 5+ years experience in HR, Customer Support, or related field OR Bachelor’s Degree in Human Resources, Business, or related field AND 3+ years experience in Operations, Customer Support, HR, or related field. Strong operational HR execution skills with local statutory awareness (India,APAC & ANZ) and ability to translate abstract policy into practical, executable steps Demonstrated ability to work with metrics, dashboards, and trend analysis to inform operational decisions Hands on experience in HR generalist and operations domain Additional or Preferred Qualifications (PQs) 10 to 15 years experience in HR, Customer Support, or related field AND Masters Degree OR Bachelor’s Degree in Human Resources, Business, or related field AND 3+ years experience in Operations, Customer Support, HR, or related field. 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. Experience Level Senior Level