Area of expertise:

Human Resources

Job Description

As a Business HR Manager, you are responsible for daily operation activities in your assigned HR function/region. This includes management of the daily operations, defining appropriate programs, planning and budgeting, and serving as a strategic business partner to the General Manager and Senior Management team of the Region/Market Unit. Program oversight may include: culture building, employee relations, recruitment, onboarding, performance management, professional development, compensation, budgeting, scheduling, HRIS, benefits, and general personnel administration. You will also serve as a Career Manager.

Key Role Responsibilities:

Day-to-day you will:

  • Contribute to the overall Avanade HR strategy and execution, and drive HR strategy locally.
  • Prepare, coordinate, and support practice managers/business managers on disciplinary actions, terminations, and reductions in force.
  • Prepare, coordinate, and implement annual Avanade appraisal process. Ensure all employees receive feedback and ensure all appraisals are completed and agreed on by leadership team before bonus is paid.
  • Continually review and enhance current appraisal system in conjunction with the HR Team.
  • Prepare, coordinate, and support Managers on disciplinary actions, terminations, and reductions in force.
  • Participate and direct regional/Market Unit onboarding and employee engagement processes.
  • Plan and prepare the region's HR budget in conjunction with Finance, if applicable.
  • Plan and implement changes for restructuring of business groups as required.
  • Plan and implement restructures to ensure smooth transition of employees into the current environment.
  • Manage and implement reductions in force. Manage integration processes of existing employees.
  • Provide key input to the development and "maintenance" of Avanade policies and processes.
  • Contribute to the creation of global policies and programs through participation on special projects.
  • Lead the regional/Market Unit HR team and provide career coaching and development for group. Administer performance management function for team, where applicable.
  • Adapt regional processes and organization to a changing/dynamic Regional/Market Unit organization
  • Develop and supervise training initiatives including rotation plans, knowledge transfer, functional skill development, team building, etc.
  • Contribute to the ongoing development of compensation structures as necessary to deal with retention, motivation, and/or attraction challenges and ensures compliance with Avanade policy guidelines and governmental regulations in conjunction with the Global Compensation team.
  • Act as "sounding board" for regional career development. Provide counseling to both employees and leadership on addressing career development needs.
  • Guide development of management/leadership, communication and general consulting skills to the region
  • Liaise with legal and recruiting representation to ensure all employment contracts are valid, comprehensive and protect both Avanade's and the employee's interests; also work with legal and recruiting on ensuring all contractor agreements are valid, comprehensive and protect Avanade's interests
  • Maintain dialog with recruiters to obtain activity in the market, major movements re job types, salaries etc.
  • Handle employee grievances and conflict.
  • Lead, motivate and be an ambassador for employees at Avanade.
  • Continually assess morale within the organization and prepare strategies to better motivate and retain current employees.
  • Manage and update HR Databases / Systems and enable maximum benefit to be derived from the system
  • Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filing of gaps.
  • Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company.
  • Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
  • Review/Validate in HR Administration, Business Partner, Employee Relations, Creating and Implementing HR Programs and Performance Management focus areas

Key Role Skill & Capability Requirements:


  • Strong knowledge of the following competencies: compensation, benefits, employee relations, staffing, recruiting, performance management and professional development.
  • Development and execution of policies and programs.
  • Excellent interpersonal and communication skills, both written and verbal.
  • Demonstrated strategic thinking and leadership ability.
  • Ability to succeed in a start-up environment that demands flexibility and offers ambiguity.
  • Strong judgment and decision-making skills.
  • Possesses the ability to be team oriented and collaborative, yet can provide individual contributor value also.
  • Ability to interact and influence all levels of people, as well as, overall Avanade culture.

Preferred Education Background:
You likely have a Bachelor’s degree in HR, Business, or Psychology recommended; or an equivalent combination of education and experience.

Preferred Years of Work Experience:
You likely have 4-7 years of increasingly diverse or complex experience in the HR field.

Preferred Years of Management Experience:
1-2 years of management experience

Scope of Work:
Nature of Work: Creates and implements work plans for assigned projects, programs, and/or clients against established operational objectives; supports translation of group strategy into objectives and work plans.
Scope of Work: Provides operational leadership for work efforts requiring significant coordination.
Complexity: Complex problems that consistently span work domains, requiring considerable judgment of contextual factors.
Discretion: Wide latitude in approach to work, including ability to reshape work plans, guided by professional best practices and domain expertise.
Organizational Impact: Work efforts have significant impact on near- and medium-term Avanade and/or client operations. If client-facing, should contribute to client-relationship and sales outcomes.
Supervision Received: Works independently, with occasional validation of work efforts against strategic and operational objectives. Significant latitude in judgment & approach.
Supervision Provided: Mentors and manages work efforts of more junior colleagues and team members as required by various workstreams; may formally supervise work of project teams. If managing team(s) of more junior employees full-time, then refer to the People & Business Leadership leveling criteria. Often serves as Career Advisor.
Knowledge Applied: Applies advanced knowledge of learned occupation / discipline and strong business operational acumen.

Accountabilities & Metrics:

  • Internal customer satisfaction
  • Budget and cost effectiveness
  • Annual goals and training targets
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About Avanade

Avanade is the leading provider of innovative digital, cloud and advisory services, industry solutions and design-led experiences across the Microsoft ecosystem. Every day, our 56,000 professionals in 26 countries make a genuine human impact for our clients, their employees and their customers. 

We have been recognized as Microsoft’s Global SI Partner of the Year more than any other company. With the most Microsoft certifications (60,000+) and 18 (out of 18) Gold-level Microsoft competencies, we are uniquely positioned to help businesses grow and solve their toughest challenges.

We are a people first company, committed to providing an inclusive workplace where employees feel comfortable being their authentic selves. As a responsible business, we are building a sustainable world and helping young people from underrepresented communities fulfil their potential. 

Majority owned by Accenture, Avanade was founded in 2000 by Accenture LLP and Microsoft Corporation. Learn more at