Sr Director, HR Business Partner

Sr. Director, HRBP for Marketing & Corporate Strategy Team

LinkedIn is the world's largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We're also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that's built on trust, care, inclusion, and fun – where everyone can succeed. Join us to transform the way the world works. This role can be based in any of our US offices. At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. The Sr. Director, HRBP for Marketing & Corporate Strategy team will lead a team of HR professionals responsible for all aspects of Human Resources management and talent program implementation across LinkedIn's Marketing & Corporate Strategy teams. We are looking for an inspirational and mature HR leader with the ability to partner and influence the leadership team within this function as well as engage with managers and the global HR team, driving the goals and objectives for the organization. The successful candidate will have extensive operational HR experience, exposure to HR practices and employment law compliance, be highly driven and self-directed and have strong leadership capability. The right candidate will be looking for a leadership opportunity while having the ability to effectively implement new programs and resolve issues. This role will be based in any NAMER office depending on where the selected candidate for the role resides.

Responsibilities

• Talent Management
  • Develop and lead talent strategy applying knowledge of people management to build a talent pipeline and drive the development of future leaders.
  • Work cross functionally as the "voice of the business" to build effective partnerships with business leaders and the senior management team. Help drive the business toward establishing and maintaining a culture of growth and excellence, and support the company to deliver against business, product and people strategies.
  • Foster a positive and values-driven team culture that will motivate and inspire the team and create a shared vision for the function/business.
• Organizational Design
  • Partner with HR Centers of Excellence to manage core HR processes and programs in support of business goals.
  • Engage in key business initiatives involving the design of organizational development strategies to enhance business performance and ensure a culture that enables employee development through effective information sharing at all levels of the organization.
  • Provide strategic leadership on organizational learning and design activities with a view to create significant measurable business impact. Identify current and potential trends that may compromise organizational effectiveness and engage the senior management team in conversation to address such challenges.
• Coaching for Impact
  • Coach and lead employees and leaders to make them and their business more productive and successful.
  • Be the trusted partner and advisor to executive leadership and provide them with competitive and industry intelligence to inform product and business strategies.
  • Represent LinkedIn as a subject matter expert on coaching as an effective organizational behavior change instrument.
• Business Acumen
  • Evangelize LinkedIn's vision and strategy, and how it relates to external market dynamics. Develop talent strategies that meet these business objectives. Be an industry thought leader and establish key industry relationships with an eye to drive best practices.
  • Anticipate the impact of people decisions to all affected parties. Engage client and establish readiness for change when applicable.

Basic Qualifications

• 12+ years of progressive HR experience including direct client support and management coaching of senior executives
• Experience in developing and leading HR functions globally
• BS/BA or equivalent experience

Preferred Qualifications

• Background in the various HR functional areas, especially employee relations and change management.
• An inspirational and compassionate leader with strong executive presence, gravitas and ability to influence at the C-level. A thought leader with an extensive network and presence in the HR community.
• High integrity and will stop at nothing to safeguard compliance standards and company values.
• Outstanding interpersonal and communication skills, both verbal and written. Demonstrates credibility and integrity in communications to ensure information flows both upward and downward.
• Proven superior leadership skills managing HR specialists (in matrix structures). Has a demonstrated track record managing ambiguous situations across several business lines.
• Strong ability to garner respect quickly across multiple stakeholders – is approachable and collaborative with exceptional stakeholder management skills.
• Critical thinker with success in developing innovative solutions to business issues.
• Able to work at all levels of the HR "stack" – Strategic, operational, and tactical. Possesses the ability to think strategically and implement strategy tactically.
• MBA/Masters degree preferred

Suggested Skills

• Strategic development
• Executive influence
• Organizational development
• Cross-functional management

LinkedIn is committed to fair and equitable compensation practices. The pay range for this role is $207,000 - $335,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor. The total compensation package for this position may also include an annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit .

Equal Opportunity Statement

We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class. LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful. If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at accommodations@linkedin.com and describe the specific accommodation requested for a disability-related limitation. Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to: Documents in alternate formats or read aloud to you, Having interviews in an accessible location, Being accompanied by a service dog, Having a sign language interpreter present for the interview. A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response. LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

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