Vice President, HR Business Partner, Global Commercial

Levi Strauss & Co.•San Francisco, CA

1d•$400,000 - $445,000•Hybrid

About The Position

Levi Strauss & Co. is seeking a strategic, commercially minded Vice President, HR Business Partner, Global Commercial to join its HR Leadership Team and serve as lead HR advisor to the Chief Commercial Officer and Commercial Leadership Team. The role oversees HR leadership across Commercial clusters and partners with leaders across retail, eCommerce, wholesale, licensing, commercial operations, and regional organizations to provide the talent, leadership, workforce, and organizational capabilities needed to execute the company’s growth strategy. Reporting to the Chief Human Resources Officer, the Vice President guides the Commercial organization through growth, transformation, and change, ensuring it has the talent, leadership, culture, and operating model to achieve business objectives. The role leads a globally dispersed team of HR leaders and works closely with HR Centers of Excellence to activate strategic talent priorities across Commercial. The position sets and executes the Commercial people strategy; accelerates performance; develops leaders and succession plans; strengthens belonging and employee experience; optimizes organization design and workforce planning; leads the global Commercial HR organization; and uses data, insights, and risk judgment to improve outcomes. It is a hybrid role based at the company’s San Francisco headquarters, typically requiring in-office work Tuesday through Thursday, with attendance subject to business needs.

Requirements

15 or more years of progressive HR leadership experience, including significant experience in senior HR Business Partner roles and supporting a large front-line/hourly population.
At least five years of experience leading across multiple countries, regions, or culturally diverse geographies.
Demonstrated success as lead HR advisor to C-suite executives and enterprise leadership teams.
Experience leading people strategy for a large, complex, geographically dispersed, highly matrixed organization.
Proven experience supporting Commercial, Sales, Retail, eCommerce, or other consumer-facing and revenue-generating organizations.
Experience working at scale in a global consumer, retail, apparel, or product-led company.
Deep experience in organization design, strategic workforce planning, talent management, succession, performance, executive coaching, employee relations, and change leadership.
Demonstrated success leading significant business transformation, organization redesign, or operating model change.
Experience building and leading global, regional, or cluster-based HR teams.
Strong understanding of frontline and retail employee populations.
Ability to connect talent and organizational strategies to growth, productivity, financial performance, and marketplace outcomes.
Experience navigating local labor, regulatory, cultural, and employee relations considerations across geographies.
Bachelor’s degree or equivalent experience in Human Resources, Business, Organizational Development, or a related discipline.

Nice To Haves

Advanced degree.

Responsibilities

Serve as the primary HR advisor to the Chief Commercial Officer and Commercial Leadership Team on business, talent, leadership, organization, workforce, and culture priorities.
Co-create and execute a multi-year Commercial people strategy connected to company growth, commercial priorities, financial commitments, and the operating model.
Translate business strategy into talent, capability, workforce, and organizational priorities across Commercial clusters and markets.
Represent Commercial on the HR Leadership Team and shape enterprise HR priorities.
Set priorities, measures, and governance for the Commercial HR agenda and drive execution across the global HR team.
Partner with leaders to establish priorities, expectations, accountability, and performance standards, and build a culture of feedback, coaching, and differentiated performance.
Use performance, productivity, engagement, and business data to identify organizational barriers and focus leadership action.
Partner with Talent Management and Development to integrate feedback, coaching, manager development, and continuous learning into Commercial operations.
Advise the Chief Commercial Officer on leadership team effectiveness, executive talent, succession, organization health, and critical leadership transitions.
Lead talent reviews and succession planning; identify critical roles and capabilities; and translate succession plans into development actions, leadership moves, and external talent strategies.
Coach senior leaders and hold them accountable for building strong teams, developing talent, making timely people decisions, and leading through change.
Embed belonging, trust, and inclusion into leadership practices, talent decisions, team norms, and the employee lifecycle.
Use employee listening, engagement data, workforce insights, and feedback to identify systemic themes and translate them into leadership action.
Strengthen collaboration across clusters, channels, markets, functions, and Commercial teams; advise on conditions that undermine trust or belonging.
Partner with Diversity and Inclusion, Talent Management, regional HR teams, and business leaders to adapt enterprise programs for global and local needs.
Define employee experience priorities and partner with Centers of Excellence and HR Operations to provide practical, scalable solutions for Commercial populations.
Ensure effective execution of talent, performance, rewards, well-being, engagement, and employee lifecycle processes across clusters.
Identify friction in employee and manager experiences and work across HR to simplify processes, improve service, and clarify ownership.
Champion digital tools, AI-enabled solutions, manager self-service, and modern HR delivery practices; use listening and service data to prioritize and measure improvements.
Advise on Commercial operating models, organization design, governance, capabilities, decision rights, spans and layers, role clarity, and ways of working.
Lead strategic workforce planning across Commercial clusters, connecting business plans with future capability, capacity, location, cost, and talent requirements.
Help leaders determine the appropriate mix of employees, contingent talent, technology, automation, AI, shared services, and global talent hubs.
Partner with Finance and Commercial leaders on headcount planning, workforce investments, productivity, and organizational tradeoffs.
Lead people and change strategies for Commercial transformation, restructuring, leadership transitions, and operating model changes; develop clear change narratives and measures of success.
Lead, align, and develop a globally dispersed team of Commercial and cluster HR leaders; establish shared agenda, accountabilities, governance, and ways of working.
Align global Commercial priorities with cluster execution and clarify decision rights among global and local HR teams, Centers of Excellence, and HR Operations.
Build the Commercial HR team’s capabilities as strategic business partners, organization architects, talent advisors, change leaders, and data-driven decision partners.
Promote a One HR mindset, appropriate local autonomy, enterprise standards, and succession and development plans for the Commercial HR organization.
Integrate people, workforce, financial, operational, and commercial data to inform decisions and translate analysis into executive narratives and recommended actions.
Establish measures linking the Commercial people strategy to leadership effectiveness, talent readiness, organizational capability, employee experience, productivity, retention, and business performance.
Monitor talent, culture, capacity, organizational, employee relations, and execution risks; provide executive oversight on complex or high-risk employee matters with relevant specialists.
Ensure significant people decisions are fair, consistent, legally compliant, and aligned with company values and standards.
Drive adoption of enterprise HR strategies and ensure programs result in sustained leadership behavior and measurable business impact.