Role at a glance
- Job function
-
Human Resources & People Operations HR Strategy & Operations
- Salary
- $137.6K – $222.6K/yr
- Location
- Multiple Locations, United States United States
- Work arrangement
- On-site
- Employment
- Full-time
- Education
- Bachelor's, Master's, PhD
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About the role
Original posting provided by Microsoft
Microsoft's Global Talent Development organization is building a Talent Insights capability to help leaders make better talent, workforce, and talent-investment decisions. Our ambition is to move beyond fragmented data, program reporting, and individual talent signals toward integrated insights that help leaders understand talent risk, readiness, capability gaps, development impact, and emerging workforce needs.
We are seeking a Senior Manager, Talent Insights & Assessments who brings deep expertise in talent assessment, behavioral science, and measurement and can translate complex evidence into practical insights and recommendations. This role will help establish foundational Talent Insights capabilities while providing dedicated leadership for Microsoft’s talent assessment strategy and portfolio.
The ideal candidate combines strong technical depth in assessment and measurement with exceptional business judgment, consultation skills, and the ability to operate across a complex enterprise. They are equally comfortable evaluating the quality of an assessment methodology, advising leaders on the responsible interpretation of talent data, connecting insights across multiple sources, and translating evidence into a clear recommendation.
Responsibilities
Lead talent assessment strategy and delivery
Define and evolve an integrated assessment strategy aligned to Microsoft’s talent priorities and leadership needs.
Provide strategic and technical leadership across the assessment portfolio, including assessment design, selection, implementation, interpretation, and ongoing evaluation.
Establish principles and standards for the quality, validity, fairness, consistency, and appropriate use of assessment and talent data.
Partner with internal stakeholders and external providers to evolve assessment approaches as business and talent needs change.
Translate assessment results into meaningful insights that leaders, HR partners, and talent professionals can use to inform development and talent decisions.
Provide consultation and subject-matter expertise on assessment methodologies, behavioral measurement, and the interpretation and appropriate application of assessment data.
Lead the ongoing delivery and stakeholder support required to operate Microsoft’s assessment portfolio effectively and at scale.
Help build Talent Insights capability
Help establish and evolve Talent Insights as a repeatable decision-support capability within Global Talent Development.
Connect assessment data with broader talent, workforce, development, and organizational signals to develop a more integrated view of talent.
Identify important talent questions, evidence gaps, emerging patterns, and opportunities where deeper analysis or measurement can improve decisions.
Synthesize complex information across multiple data sources into clear, actionable insights and recommendations.
Develop leadership-ready insights that help inform decisions related to talent risk, readiness, capability gaps, development investments, talent health, and workforce trends.
Help move talent measurement beyond activity and satisfaction metrics toward greater understanding of behavior change, workforce outcomes, talent health, and business impact.
Shape measurement and insight strategy
Partner with talent and program leaders to define desired outcomes, success measures, and the questions that should guide measurement.
Build measurement approaches that help the organization understand what is working, what it is learning, where gaps exist, and where investments may need to change.
Connect insights across talent and development investments to identify broader patterns and implications that may not be visible within individual programs.
Partner closely with People Analytics, Workforce Acceleration, and other data and insights teams to connect relevant evidence and translate analytic work into talent and business implications.
Serve as a thought partner to stakeholders determining what evidence is needed to support consequential talent and talent-investment decisions.
Innovate with AI
Use Microsoft Copilot, agents, and other AI-enabled approaches to improve the speed, quality, consistency, and scale of talent insight generation and assessment workflows.
Identify opportunities to create repeatable, AI-enabled approaches for synthesizing talent evidence and supporting leaders and HR partners.
Explore responsible new applications of AI in talent measurement and assessment while maintaining appropriate standards for validity, fairness, privacy, and human judgment.
Partner across Microsoft
Build strong partnerships across Global Talent Development, People Analytics, Workforce Acceleration, HR partners, talent leaders, and other stakeholders.
Translate between technical experts, talent practitioners, and business leaders so that sophisticated evidence becomes understandable and useful in decision-making.
Influence across organizational boundaries and bring together multiple perspectives, data sources, and specialties around high-priority talent questions.
Operate effectively in an evolving environment, helping shape the Talent Insights capability as business priorities and organizational needs change.
Qualifications
Required Qualifications
Bachelor’s Degree in Industrial-Organizational Psychology, Organizational Psychology, Behavioral Science, Human Resources, Business, or related field AND relevant experience in talent assessment, talent management, behavioral measurement, organizational research, or related work experience OR equivalent experience.
5+ years demonstrated experience developing or leading talent assessment strategies, programs, or solutions in a complex organization.
5+ years experience applying principles of psychological or behavioral measurement, including validity, reliability, fairness, and appropriate interpretation and use of assessment data.
3+ years experience translating complex talent, assessment, research, or workforce information into practical insights and recommendations for business or HR audiences.
3+ years experience partnering across functions and influencing stakeholders without relying on direct authority.
Preferred qualifications
Master’s Degree or PhD in Industrial-Organizational Psychology, Organizational Psychology, Behavioral Science, Measurement, or a related discipline.
Significant experience designing, implementing, and evaluating leadership, talent, or employee assessment solutions in a large or global organization.
Experience with multiple assessment methodologies, such as psychometric assessments, simulations, structured interviews, 360-degree feedback, behavioral assessment, or multi-method assessment approaches.
Experience developing measurement strategies and evaluating the effectiveness or impact of talent and development investments.
Experience integrating insights from multiple sources, including assessment, talent, employee, workforce, and organizational data.
Strong executive consultation and communication skills, including the ability to transform complex evidence into a clear narrative, implications, and recommendations.
Experience working with analytics, research, data science, or workforce intelligence teams to frame business questions and translate analytical findings into decisions.
Familiarity with responsible uses of AI in talent, assessment, measurement, research, or insight-generation workflows.
Demonstrated ability to create structure and scalable approaches in an emerging or evolving capability area.
Talent Management IC5 - The typical base pay range for this role across the U.S. is USD $106,400 - $203,600 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 $137,600 - $222,600 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.
About the company
Microsoft
Large Enterprise
Microsoft is a global technology leader that empowers individuals and organizations to achieve more through innovative software, services, and devices. Founded in 1975, the company is best known for its flagship products like the Windows operating system and Microsoft Office suite. In addition to personal computing, Microsoft is a leader in cloud computing with its Azure platform, providing a range of solutions for businesses to enhance productivity and efficiency. With a strong commitment to sustainability and accessibility, Microsoft continues to drive technological advancements that shape the future of work and learning.