Why Microsoft CoreAI — and Why This Role Matters
The success of Microsoft CoreAI depends not only on world‑class technology, but on exceptional engineering leadership, deep technical talent, and the ability to scale capability faster than the threat landscape evolves. Talent density, leadership readiness, and the ability to move and grow critical skills at pace are strategic imperatives.
This role sits at the heart of that challenge.
As Director ofCoreAITalent Management, you will partner directly with the EVP of Microsoft CoreAI and senior Engineering leaders to architect and govern the talent systems that enable sustained leadership excellence, technical depth, and long‑term organizational resilience. This is a rare opportunity to shape how one of Microsoft’s most visible and consequential businesses builds its future leadership bench—at scale, with enterprise impact.
Role Overview
The Talent Management Director architects and governs Microsoft’s CoreAI Talent Management strategy to enable leadership excellence and build a future‑ready engineering organization.
Operating at the intersection of strategy, innovation, execution, and leadership development, this role ensures high‑impact talent decisions that directly support business performance, outcomes, and long‑term competitive advantage.
As a strategic partner to the EVP of CoreAI, senior Engineering leaders, and Human Resources leadership, this role setstalent direction, establishes decision frameworks, and enables leaders to grow, move, and retain talent at scale. This leader serves as a catalyst for Microsoft’s future‑ready talent model—shaping how talent is identified, developed, deployed, and sustained across a complex, global engineering ecosystem.
Responsibilities
1. Enterprise Talent Strategy & Outcomes
Define and govern Talent Management strategy for Microsoft CoreAI, ensuring alignment with business priorities, growth plans, and future capability needs.
Establish enterprise decision frameworks and guardrails for succession, talent movement, leadership development, and readiness—enabling consistent, high‑quality talent decisions across CoreAI and Engineering.
Translate business strategy into measurable talent outcomes, shifting focus from process execution to decision quality, bench strength, and leadership readiness.
Ensure talent investments directly support engineering productivity, scale, and long‑term sustainability in a rapidly evolving threat environment.
2. Program Architecture, Governance & Execution Through Others
Own the design, evolution, and governance of core talent programs (succession, leadership development, talent movement, moving beyond implementation to enterprise activation and scale.
Set clear success measures, decision rights, and operating expectations; hold delivery teams and partners accountable for outcomes.
Enable execution through Centers of Excellence, HR Business Partners, and business leaders—rather than directly managing delivery.
Ensure integration across Talent, Learning, and Organizational Development ecosystems while preventing fragmentation or duplicative effort.
3. Strategic Consulting, Influence & Storytelling
Serve as a trusted advisor to the EVP of CoreAI and senior Engineering leadership, influencing critical talent decisions with data‑driven insights and enterprise perspective.
Represent Microsoft’s long‑term interests by balancing immediate business needs with sustained leadership and capability health.
Communicate talent strategies and implications clearly at the executive level—translating complexity into crisp recommendations and decision options.
Elevate the talent conversation from “who and where” to capability, readiness, and future leadership supply.
4. Analytics, Innovation & Decision Tools
Leverage business priorities, bench strength assessments, workforce data, growth projections, and AI‑enabled insights to diagnose risk and opportunity across the leadership pipeline.
Sponsor and guide the design of AI‑native talent diagnostics, models, and tools that improve forecasting, benchmarking, and enterprise decision quality at scale.
Identify systemic gaps in how talent decisions are made and drive solutions that shift leaders from intuition‑led judgments to AI‑informed, human‑accountable decisions.
Ensure talent data and AI insights are trusted, explainable, and embedded in the rhythm of business decision making—with clear ownership and accountability for outcomes.
5. Change Leadership & Culture Integration
Lead enterprise‑level change strategies to evolve talent management in line with Microsoft CoreAI’s scale, pace, and mission.
Embed Microsoft’s cultural attributes, leadership principles, and management excellence frameworks as explicit decision standards, not aspirational inputs.
Hold leaders accountable for applying culture and leadership principles consistently across succession, development, and movement decisions.
Act as a culture amplifier—reinforcing inclusive, agile, and future‑focused leadership behaviors through talent systems.
Build/deepen Talent Management capability of the HRBP teams
Qualifications
Required/minimum qualifications
- Bachelor's Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or program/project management
- OR 15+ years experience in HR practices or program/project management
- 5+ years managing large-scale or complex projects/program
- Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field
- Demonstrated success partnering with executive stakeholders to drive outcome‑oriented talent decisions.
- Experience operating within global, matrixed engineering or product organizations.
- Track record of shaping enterprise talent models, governance, and decision frameworks.
Talent Management IC6 - 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.
Skills Required
- Bachelor's Degree in Human Resources, Business, or related field
- 10+ years experience in HR practices or program/project management OR 15+ years experience in HR practices or program/project management
- 5+ years managing large-scale or complex projects/programs
- Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field
- Demonstrated success partnering with executive stakeholders to drive outcome-oriented talent decisions
- Experience operating within global, matrixed engineering or product organizations
- Track record of shaping enterprise talent models, governance, and decision frameworks
Microsoft Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Microsoft and has not been reviewed or approved by Microsoft.
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Fair & Transparent Compensation — Pay is presented as broadly competitive overall, with clear role/level/location variation and an emphasis on using posted ranges and band information for apples-to-apples comparisons.
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Retirement Support — Retirement benefits are described as a standout, highlighted by a strong 401(k) match structure and immediate vesting, plus additional plan features for tax-advantaged saving.
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Parental & Family Support — Family-oriented benefits are portrayed as a meaningful strength, with substantial paid parental leave and added supports like back-up care and adoption/surrogacy assistance.
Microsoft Insights
What We Do
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