Manager, Global HR Business Partner

Levi Strauss & Co.•San Francisco, CA

3d•$112,500 - $165,000•Hybrid

About The Position

Levi Strauss & Co. is seeking a strategic, business-focused HR Business Partner Manager to align talent, organizational, and workforce strategies with business priorities. Reporting to the Sr. Director, HR Business Partner, this role serves as a trusted advisor to leaders and drives organizational effectiveness, workforce planning, talent strategy, and change initiatives. The Manager partners with business leaders to align talent and organizational strategies with business objectives, provides guidance on culture, team performance, and leadership capability, and uses workforce insights and analytics to inform decisions. The role leads talent and succession planning, coaches leaders, supports enterprise talent processes, and assesses organizational health and future workforce needs. The position guides leaders through organizational change and transformation, develops change strategies, and supports new ways of working. It also advises on employee relations matters and partners with Employee Relations, Legal, and HR Centers of Excellence on complex workplace issues, investigations, performance concerns, and policy interpretation. In collaboration with Talent Acquisition, Total Rewards, and Talent Management, the role advises on organizational design, leveling, promotions, compensation actions, and internal mobility. This is a hybrid role based at the company's San Francisco headquarters. Employees are typically expected to work in the office three days per week, Tuesday through Thursday, though office attendance may vary with business needs.

Requirements

Bachelor's degree in human resources, business, organizational development, or a related field.
At least 8 years of progressive HR experience, including HR Business Partner experience supporting senior leaders.
Demonstrated experience in workforce planning, talent management, organizational effectiveness, and change management.
Ability to connect people strategies to business outcomes.
Strong consulting and leadership coaching skills.
Experience using workforce data and analytics to drive business decisions.
Ability to manage several priorities and adjust to changing business needs with openness and focus.
Must be legally authorized to work in the United States at the time of hire and must not require current or future employment visa sponsorship.

Responsibilities

Partner with business leaders to align talent, workforce, and organizational strategies with business objectives.
Provide strategic guidance on organizational effectiveness, culture, team performance, and leadership capability.
Use workforce insights, data, and analytics to identify opportunities and influence decisions.
Balance business, employee, and enterprise priorities to achieve sustainable outcomes.
Lead talent planning, succession planning, and organizational capability discussions within supported functions.
Identify talent risks and opportunities and develop plans to strengthen teams and leadership readiness.
Coach leaders on performance management, employee development, team effectiveness, and organizational leadership.
Support enterprise talent processes, including performance management, talent reviews, and development planning.
Drive strategic workforce planning to ensure the organization has the talent and capabilities needed for future success.
Assess organizational health and recommend solutions related to structure, operating models, governance, and ways of working.
Partner with HR and business teams on organizational design and business transformation efforts.
Help leaders anticipate and prepare for evolving workforce and capability needs.
Guide leaders through organizational changes, business transformation initiatives, and workforce transitions.
Develop and execute change strategies that increase engagement, adoption, and business impact.
Support implementation of new ways of working and future-focused workforce initiatives.
Advise on employee relations matters while balancing business objectives, employee experience, and risk considerations.
Partner with Employee Relations, Legal, and HR Centers of Excellence on complex workplace issues, performance concerns, investigations, and policy interpretation.
Coach leaders on employee management practices, including feedback, performance management, conflict resolution, and difficult conversations.
Identify and mitigate people-related risks through proactive guidance and organizational insights.
Collaborate with Talent Acquisition, Total Rewards, and Talent Management partners on talent and workforce investment decisions.
Advise leaders on organizational design, leveling, promotions, compensation actions, and internal mobility.
Ensure talent decisions align with business goals, company philosophy, and market practices.