Talent Enablement Leader - Culture & Employee Experience, Microsoft Security

Microsoft•Redmond, WA

2d•$130,900 - $303,600•Remote

About The Position

Microsoft Security is a rapidly growing organization within Microsoft, focused on building the next generation of security engineering. The Talent Enablement Leader, as part of the Executive Office of the EVP of Microsoft Security, will activate the talent strategy and drive enablement for Security Engineering's customer-facing teams. This role involves partnering with HR and engineering leadership to develop strategies for talent pipeline, selection, career paths, and onboarding to support specialized roles and customer outcomes. The position can be located anywhere in the United States.

Requirements

Bachelor's Degree in Business, Operations, Finance, or related field AND 6+ years experience in program management, process management, or process improvement OR equivalent experience.
10+ years of talent strategy, recruiting program design, workforce development, or related experience OR
Proven ability to drive adoption through scalable resources and community engagement
Proven ability to partner closely with matrixed teams and navigate across complex systems
Demonstrated storytelling and content strategy skills
Experience building talent pipelines, rotational programs, cohort tracks, or university partnerships at a technology company.
Proven ability to design programs that scale — from early concept through operational maturity and self-sustaining motion.
Cross-functional instincts: comfortable partnering with HR, recruiting, and engineering leadership simultaneously.
Ability to hold both the individual candidate experience and the systemic pipeline view at the same time — and ask about the feedback loop before anyone else does.
Prior experience in or close to an engineering organization.

Nice To Haves

Master's Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR Bachelor's Degree in Business, Operations, Finance, or related field AND 12+ years experience in program management, process management, or process improvement OR equivalent experience.

Responsibilities

Build Pipeline and Capability for Customer-Facing Engineering Teams: Partner with HR and engineering leadership to activate the talent strategy and drive enablement for customer-facing engineering, including candidate profile, selection approach, internal mobility, onboarding, career path, and progression criteria.
Shape external attraction strategy for customer-facing engineering talent and embed these roles into Microsoft Security's talent brand.
Work with the Learning & Growth Lead and engineering leadership to define skilling, readiness, and progression at each career stage.
Build University and Early-in-Career Pipelines: Cultivate recruiting partnerships with universities that produce security engineering talent, focusing on durable relationships.
Design early-in-career programs to provide a pathway into Security Engineering for students and new graduates.
Build the signal loop from early-career programs back to hiring decisions, team placements, and curriculum partnerships.
Own New Employee Orientation and Onboarding: Redesign and run NEO and onboarding for Security Engineering to accelerate time-to-contribution and establish AI-first expectations and team behaviors.
Ensure the onboarding experience is coherent with current Security Engineering operations and reflects the team's culture.
Track onboarding effectiveness and org health with a focus on activating employee and culture experience.
Consider the Adaptive Model: Support new hires in embracing an AI-first way of working and learning from best practices.
Surface talent capability gaps on the horizon and propose pipeline responses before demand arrives.
Document successful practices (selection criteria, ramp design, career path structure, sponsorship model) to expedite the launch of future emerging roles.