Senior Director, Organizational Strategy & Enablement, Frontier Company

Microsoft•,

2d•$155,800 - $303,600•Hybrid

About The Position

Microsoft Frontier Co. is an organization built around customer outcomes, combining industry expertise, strategic partnerships and engineering to co-design, deploy and improve AI systems that deliver measurable results. Its work focuses on helping customers turn AI into lasting business value and building a new growth engine for Microsoft. The Senior Director, Organizational Strategy & Enablement leads organizational strategy and enablement capabilities for Frontier Company, reporting directly to its COO. The role connects organizational strategy, enablement, operating model design, talent and capability development, and enterprise transformation. It translates business ambitions into organizational structures, clear roles and the capabilities employees need to succeed. Working across the organization, the role shapes role architecture, workforce capabilities, skilling and development, and mechanisms that make strategy sustainable as Frontier grows. Candidates who live within 50 miles of Microsoft's Redmond campus are required to work in the office three days per week.

Requirements

Bachelor’s degree in Business Administration, Marketing, Finance, Human Resources or a related field, and 6+ years of experience in business consulting, sales, sales operations, business development, marketing or a related field; or equivalent experience.
6+ years of experience in Management Consulting, Sales, Human Resources or Finance.
4+ years of people management experience.

Nice To Haves

Master’s degree in Business Administration or a related field and 6+ years of experience in marketing, strategy, sales, sales leadership, program management, project management, business planning, consulting, finance, economics and/or partner organization experience; or a bachelor’s degree in Business, Finance, Economics or a related field and 8+ years of such experience, emphasizing large-scope projects in partnership with senior leadership; or equivalent experience.
Experience designing and scaling organizational models, role architectures and governance frameworks that establish role clarity, accountability and effective ways of working.
Experience designing, building and implementing a global workforce capability and skilling strategy or program.
Experience leading enterprise transformation and organizational change within a large matrixed organization.

Responsibilities

Lead the strategy and evolution of Frontier’s organizational and role architecture, defining roles, capabilities, career journeys and expectations that support business priorities and growth.
Advise senior leaders and partner with HR and Finance, connecting business priorities, organizational design, workforce capabilities, data and employee insights to inform organizational and workforce strategy.
Pilot and iterate organizational and workforce approaches, using data, feedback and business outcomes to refine and scale effective approaches.
Set and execute Frontier-wide capability and skilling strategy; establish success measures and use business, sales, employee, industry and capability signals to evolve it.
Build employee experiences for onboarding, capability building, professional development and career advancement, leveraging Microsoft-wide capabilities.
Build and evolve professional communities that strengthen role identity, connection, knowledge sharing and development; partner with executive sponsors to set priorities and drive implementation and adoption.
Lead organizational effectiveness priorities, including role clarity, structure, taxonomy, levels, role placement and other organizational design elements, translating insights into recommendations and action.
Own major organizational and capability initiatives from strategy through execution and adoption, working across organizational, functional and geographic boundaries.
Lead change and landing strategies that help managers and employees understand changes and put new strategies, roles and ways of working into practice.
Establish governance, frameworks and cross-organizational mechanisms to clarify ownership and accountability and support consistent adoption of role definitions, role architecture and parameters.
Lead, coach and develop a high-performing team, setting objectives, outcomes and accountability while empowering effective decision-making across boundaries.
Align team capabilities and resources with Frontier’s highest-impact priorities while balancing development of organizational systems with operational excellence and rigor.
Build an inclusive, adaptable team culture that works through ambiguity, moves quickly, experiments, learns and adjusts course.
Embody Microsoft’s culture and values.