Senior HR Business Partner

We are looking for a strategic HR Business Partner to join the Geo Commercial HR Team in Asia to partner with Commercial Core businesses in the region. The organization context and footprint represent significant complexity and scale across the region, the largest footprint outside the Americas, with the deepest concentration in India. A business of this strategic significance requires deep HR partnership that sits close to the business and is attuned to the local realities of a diverse region like Asia.  The remit includes business groups in the i) MCAPS Core -- the unified headquarters engine that wins in the market and brings core capabilities together to support the field sales teams through a single go-to-market motion across strategy and delivery; and the ii) Microsoft Frontier Company -- a business focused on delivering transformation through AI-native and industry-led solutions, with experts who deliver production-ready solutions for our customers.   Microsoft is at an exciting time in its journey as it leads AI Transformation. This role focuses on partnering with business leaders during this change to influence organizational effectiveness by providing insights, data and coaching, helping them drive a culture centered on performance and inclusion. As a strategic HR Business Partner, you act as a trusted advisor to business leaders. You bring business acumen, systems thinking, and project leadership, and you operate across organization boundaries rather than being tied to a single business segment, delivering high-impact HR outcomes aligned with business priorities and Asia HR strategy.  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.

Understand the business deeply, translate that read into proactive strategic bet s: u nderstand the larger business context and connect the dots across the system – business priorities, org dynamics, talent imperatives and the fluid, unarticulated opportunities that don't come in as clearly framed asks.  Strategic talent and workforce planning: translate business strategy into people and organization priorities, and align current and future business needs with talent and workforce investment. Organization design and change: systemically diagnose organization problems, design and land new structures, roles, and decision rights, with clear change and communication plans that drive business value with minimal disruption to customers and delivery. Leadership and team effectiveness: coach senior leaders and leadership teams, and use data and diagnostic insight to sharpen strategy clarity, first-team behaviours, and execution. Talent and succession:   own succession, critical-talent retention, and future-ready capability building, including AI-first talent, and guide decisions on internal development and external hiring. Organizational health and culture:   use employee listening and people data such as engagement, attrition, and movement to strengthen organizational health, performance culture, and inclusion, and turn insight into action. Partner across the HR ecosystem: work with the global HR teams for MCAPS Core and Microsoft Frontier, the Centres of Excellence, and the larger Geo Commercial HR team to align priorities and deliver outcomes. Operate outcome first, with speed and empowerment:   carry the steady-state book of work end-to-end with limited oversight, and flex into high-stakes transformation as the business demands.   Anchor on what materially moves the business. Lead with org-level impact and storytelling.   Raise the playing field – partner and engage with the leadership to