The role of a Labor Relations Program Manager within Microsoft's Gaming Department is multifaceted, focusing on the intersection of human resources and labor relations. This position reports to the Director of Labor Relations.

This role requires a strategic thinker who can navigate the complexities of rapidly changing labor relations enviornment in the gaming industry.

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

• Research and Analysis: Performs program landscape research and analysis, forecasting, and examines labor trends (e.g., internal and external) to identify emerging issues. Understands overall business goals, objectives, and labor strategies, as well as short- and long-term team priorities.
• Program Development: Identifies and scopes opportunities to develop new programs and improve current ones. Identifies and provides solutions to root problems (e.g., root-cause analysis), defines the program strategy, gathers program requirements, identifies resource needs, creates the project plan and targets, and works across teams to align on the plan of record.
• Communications Management: Defines and executes on landing and communication plans, such as the target audience(s) and communication strategy. Leads the rhythm of business (ROB) during plan execution to ensure participants and stakeholders are communicating and responding according to the necessary cadence.
• Training: Assist with development of training programs, including scheduling, developing needs requirements, creating surveys and evaluation criteria, collecting and assessing evaluation metrics and make recommendations for improvements based on collected data.
• Reporting: Monitor and analyze internal and external labor trends, including analysis of issues related to collective bargaining agreements, providing regular reports to Gaming Human Resources (HR) leadership to inform strategic decision-making.
• Grievance Processing: Assist in the resolution of employee grievances by working closely with human resources, the business, and the labor relations team to ensure fair and consistent handling of all cases.
• CRM Tool Management: Oversee the use and maintenance of the Customer Relationship Management (CRM) tool to ensure it is updated continuously and consistently and meets the needs of the labor relations team.
• Resource Coordination: Coordinate resources and staff to ensure efficient operation of the labor relations team.
• Support Collective Bargaining: Provide critical HR data and analysis to support the collective bargaining process, working closely with the HR team and legal advisors.
• Stakeholder Management: Works with cross-functional (e.g., HR, Corporate Entitles Legal Affairs (CELA), learning, business) stakeholders to design compliant, complex programs from initiation to delivery with minimal coaching. Produces collateral (e.g., proposals, strategy presentation decks, internal updates) to incorporate stakeholder needs and ensure the team objectives are met.
• Embody our culture and values
  
  

Qualifications

Required/Minimum Qualifications

• Bachelor's Degree in Management, Business Administration, Organizational Behavior, HR, Industrial Relations, Psychology, or related field AND 5+ years experience in experience in HR, mediation, investigation, or ER-related roles
• OR Juris Doctorate or Master's Degree in Industrial-Organizational Psychology, Human Resources (HR), Business Administration, Organizational Leadership, Industrial Relations, Law, or related field AND 3+ years experience in HR, mediation, investigation, or employee relations (ER)-related roles
• OR equivalent experience.
  

Additional Or Preferred Qualifications

• Bachelor's Degree in Management, Business Administration, Organizational Behavior, HR, Industrial Relations, Psychology, or related field AND 8+ years experience in experience in HR, mediation, investigation, or ER-related roles
• OR Juris Doctorate or Master's Degree in Industrial-Organizational Psychology, Human Resources (HR), Business Administration, Organizational Leadership, Industrial Relations, Law, or related field AND 6+ years experience in HR, mediation, investigation, or employee relations (ER)-related roles
• OR equivalent experience.
• 1+ year(s) experience handling internal employee investigations and managing employee conflict.
• Society for Human Resource Management Certified Professional (SHRM-CP) or Human Resource Certification Institute (HRCI) Professional in human resources (PHR) certification or equivalent.
  

Employee Relations IC4 - 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.

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

Microsoft will accept applications for the role until August 2, 2024.

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