Talent Enablement Leader - Culture & Employee Experience, Microsoft Security

Microsoft is one of the world's largest security organizations, and they are seeking a Talent Enablement Leader to activate the talent strategy and drive enablement for Security Engineering's customer-facing teams. This role involves building talent pipelines, enhancing onboarding experiences, and partnering with HR and engineering leadership to shape the external attraction strategy for engineering talent.

Responsibilities:

• 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. Scope and ownership boundaries will evolve as the model matures
• In partnership with HR and recruiting, shape the 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 what skilling, readiness and progression look like at each career stage
• In partnership with HR, cultivate recruiting partnerships with universities that produce security engineering talent, with a focus on building durable relationships rather than transactional recruiting cycles
• Design early-in-career programs that give students and new graduates a meaningful pathway into Security Engineering
• Build the signal loop from early-career programs back to hiring decisions, team placements, and curriculum partnerships
• Redesign and run NEO and onboarding for Security Engineering — accelerating time-to-contribution and establishing AI-first expectations and team behaviors from day one
• Ensure the onboarding experience is coherent with how Security Engineering now operates and reflects the culture the team is building
• Track onboarding effectiveness and org health with rigor with an eye toward how we can activate the employee and culture experience
• Partner with the AI Transformation Lead to support new hires to embrace an AI-first way of working and to learn from their best practices
• Surface talent capability gaps on the horizon and propose pipeline responses before demand arrives
• Document what works — selection criteria, ramp design, career path structure, sponsorship model — so the next emerging role launches faster and better