Overview
The Global Compensation Consulting team partners with Microsoft leaders to design and deliver compensation strategies that attract, retain, and motivate talent while advancing business priorities. The team brings deep compensation expertise, data-driven insights, and enterprise perspective to help leaders navigate complex talent decisions and evolve compensation programs across Microsoft.
As Director, Head of Xbox & Corporate Functions Compensation, you will lead the team responsible for shaping and executing compensation strategy for Xbox and Microsoft’s Corporate Functions. You will translate business and talent priorities into competitive, equitable, and scalable compensation solutions; advise senior executives on complex and high-impact decisions; and strengthen the frameworks, insights, and operating rhythms that enable consistent delivery. You will also lead, coach, and develop a team of compensation professionals while fostering a culture of accountability, inclusion, learning, and partnership.
This opportunity will allow you to influence compensation strategy across Xbox and Microsoft’s Corporate Functions, strengthen critical talent outcomes, and evolve the consulting model through data, technology, automation, and AI-enabled ways of working.
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.
Responsibilities
Responsibilities
· Lead the Global Compensation Consulting team supporting Xbox and Microsoft’s Corporate Functions, and own the compensation strategy, operating model, priorities, and delivery standards for these organizations.
· Serve as a senior compensation advisor to executives, HR leaders, and cross-functional partners, translating business strategy, talent priorities, market dynamics, and financial considerations into integrated compensation strategies and decisions.
· Direct compensation work from strategy and analysis through program design, implementation, and ongoing evaluation; make or escalate high-impact decisions involving significant financial, legal, employee, reputational, or execution risk.
· Lead through complexity and ambiguity across Xbox and Corporate Functions, establishing clear governance, decision rights, operating rhythms, and accountability across Compensation, Finance, Legal, HR, business leadership, and other enterprise partners.
· Anticipate emerging business, market, regulatory, and talent trends; use data, external insights, technology, automation, and AI to evolve the Global Compensation Consulting capability and influence broader compensation program design.
· Model, coac
