Sr. Manager, HR Business Partner (Behavior Management)

LinkedIn•Mountain View, CA

10d•$144,000 - $234,000•Hybrid

About The Position

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. This role may be remote or hybrid. At LinkedIn, hybrid roles are performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team. Remote roles are performed from the designated home work location upon time of hire, and any changes to this home work location requires a review of remote status and approval. This role can be based in San Francisco, Mountain View, Chicago or New York. The Senior Manager, HRBP Consulting and Solutions (C&S) Behavior Management role, will lead a team of HR Business Partners responsible for advising and consulting people leaders on employee conduct, workplace behavior, and disciplinary and sensitive employee matters. The role ensures consistent, fair, and compliant resolution of employee concerns while enabling people leaders to make confident, timely people decisions. The Senior Manager serves as a trusted partner to HR, Legal, Employee Relations, Compliance, and business leaders, driving operational excellence, risk mitigation, manager capability, and a positive employee experience. This leader balances sound judgment with business pragmatism, helping scale a high-quality HR partnership model across regions and functions. The Senior Manager will report to the Sr Director, Consulting & Solutions and lead a team of HRBPs focused on behavior management. The successful candidate will have strong HR business partnering experience, be driven and self-directed, have strong management capability, and demonstrate operational excellence.

Requirements

10+ years of progressive Human Resources experience required with significant focus on manager consulting and performance and behavior management.
3+ years experience supporting global organizations in a centralized HRBP or shared services model

Nice To Haves

3+ years of direct people management experience or equivalent
Strong knowledge of employment law and HR practices across multiple geographies
Ability to exercise sound judgment in ambiguous and sensitive situations.
Ability to manage, coach, mentor and motivate a diverse global team while ensuring team and individual accountability and performance standards are met
Experience implementing HR and operational programs and strategies
Background and familiarity with HR functional areas
Ability to prioritize, multitask and manage multiple projects successfully in a fast-paced and dynamic environment
Strong attention to detail and commitment to delivery of quality/accurate work products
Logical reasoning, analytical, and problem-solving skills to troubleshoot and overcome challenges
Experience working in a highly-matrix and global organization and knows how to collaborate effectively with multiple stakeholders
Proven leadership experience, with the maturity and ability to influence stakeholders and gain buy-in
Outstanding interpersonal and communication skills, both verbal and written

Responsibilities

Lead and Develop a Team of HR Business Partners: Hire, coach, develop, and support a team of HR Business Partners specializing in behavior management. Establish a culture of accountability, inclusion, collaboration, and continuous learning. Provide guidance on complex and sensitive employee situations requiring escalated judgment. Drive consistency in decision-making, documentation, and case management practices across the team. Calibrate recommendations and outcomes to ensure fair, consistent, and equitable treatment.
Provide Strategic Consultation on Behavior and Conduct Matters: Serve as the escalation point for high-risk or complex behavior, conduct, and disciplinary cases. Ensure team is appropriately partnering with leaders to address concerns related to workplace behavior, policy adherence, interpersonal conflict, and team effectiveness. Ensure alignment between business needs, company values, risk mitigation, and employee experience considerations.
Drive Manager Effectiveness: Build manager capability through team’s coaching, consultation, and scalable guidance. Identify patterns and recurring challenges impacting manager effectiveness and organizational health. Develop frameworks, training, and best practices that improve leadership decision-making. Enable leaders to navigate employee issues with confidence while maintaining fairness and consistency.
Risk Management and Compliance: Ensure all employee matters are handled in accordance with company policy, employment law, and regional requirements. Partner closely with Legal, Employee Relations, Compliance, and Functional HRBPs on sensitive matters. Monitor risk trends and proactively recommend actions to mitigate organizational exposure. Maintain high standards of confidentiality and professionalism.
Operational Excellence: Establish and continuously improve case management processes, service delivery standards, and team operating rhythms. Leverage data and reporting to identify trends, drive insights, influence HR initiatives, and improve outcomes. Monitor team capacity, service levels, and quality standards. Drive consistency across regions while balancing local employment law and cultural considerations.
Cross-Functional Partnership: Build strong, collaborative partnerships with HRBPs, Legal, Employee Relations, Compliance, and HR Operations teams. Contribute expertise to organization-wide talent, culture, and workforce initiatives.