Overview
This role exists to increase operating rigor, speed, and organizational health across Copilot Engineering. You will run the operating system that keeps priorities aligned, decisions documented, and execution predictable-especially during periods of change. Reporting to the Chief of Staff for Copilot Engineering, you are a trusted operating partner to the Copilot Engineering leadership team-connecting work across HR, recruiting, comms, events, and functional leaders to drive re-orgs, performance management rhythms, culturalimprovementsand team communications.
Responsibilities
Core Responsibilities
Strategically manage re-orgs and team design: build options, model scenarios, draft org charts, define role/level principles, coordinate approvals, and land changes with clear comms and minimal disruption.
Establish and continuously improve team culture: define operating principles, create rituals (all-hands, retros, onboarding), and partner with leaders to reinforce expectations through recognition and feedback mechanisms.
Enable performance management: build and run annual and quarterly performance rhythm (goal setting, calibration, talent reviews), track actions, and ensure leaders have the data and narratives needed to maketimelydecisions.
Key contributor to the org's operating cadence andlogistics:helpmaintainthe annual operations calendar, recommendleadershipand team meeting schedules, manage agendas/notes/decisions, and ensure follow-through onaction items.
Primary liaison for coordination ofevents and offsites in partnership with the Events team: defineobjectivesand audience, manage timelines and content inputs, align budgets, and ensure excellent attendee experience and post-event follow-up.
Own leadership communications: draft and manage distribution of org updates, quarterly narratives, and decision memos;maintainsource-of-truth channels for priorities, org changes, and FAQs.
Build scalable people programs: improve onboarding, internal mobility and succession planning readiness, andmanagerenablement resources (toolkits, templates, timelines) in partnership with HR.
Continuously improve operational processes and tooling: simplify how the team plans, documents decisions, and reports status; create lightweight templates and automation where possible to reduce overhead.
Scope & Operating Model
This role typically partners directly with the org leader(s) and leadership team,operatingwith high autonomy and discretion. Scope often expands with org size andcomplexity, andmay include ownership of multiple programs or sub-teams over time.
Operate as the "air traffic controller" for the org: connect dots across workstreams,anticipaterisks and dependencies, surface trade-offs, and keep leadership aligned through crisp readouts and decision support.
Track org health and engineering/operational metrics: partner with existing owners to maintain scorecards and dashboards (e.g., headcount, attrition, hiring funnel, engagement signals, delivery predictability, incident/quality trends as applicable), identify patterns, and translate insights into recommendations and leadership actions that feed performance management.
Be the primary liaison to HR (and close partner to recruiting and finance): manage HR cases and escalations, support talent processes, ensure policy compliance, and drive clear communication across leaders and teams. Key Challenges & Expectations
Immediate priorities often include landingorgdesign changes smoothly,establishinga predictable operating cadence, and creating clear mechanisms for goals, feedback, and accountability across the leadership team.
The program manager must be able to drive change management with empathy and firmness-balancing discretion and trust with the ability to push for closure, escalate when needed, and unblock leaders at speed.
Internal customers include the org leader(s), direct reports, and key partners (HR, recruiting, finance, comms, events). Success requires crisp communication, strong judgment, and the ability to translate ambiguity into simple plans and artifacts.
Qualifications
Required Qualifications:
- Bachelor's Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR equivalent experience.
Preferred Qualifications:
Exceptional written and verbal communication; able to create crisp executive-ready artifacts (memos, narratives, readouts, comms plans).
Senior level operating maturity: consistently high judgment, bias for action, and ability tooperatethrough ambiguity withappropriate rigor, confidentiality, and attention to detail.
#MAI Business Program Management IC5 - The typical base pay range for this role across the U.S. is USD $116,900 - $203,600 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $148,400 - $222,600 per year. Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled. Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.
|
Microsoft
$116,900.00 - $203,600.00 / yr
Mar 21, 2026