Manager HR Business Partner

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.

Job Description

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.  

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.

Qualifications

Basic Qualifications: 

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

Preferred Qualifications: 

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

Suggested Skills:

Behavior Management
People Leadership
Cross Functional Collaboration
Risk Mitigation
Strategic HR Partnership

LinkedIn is committed to fair and equitable compensation practices.

The pay range for this role is $144,000 to $234,000. 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 annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits.

Additional Information

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, creed, 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.

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Fill out an Accommodation request here: https://app.smartsheet.com/b/form/b660a0327d044969abfd7a4e73d15c36

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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Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.

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As a federal contractor, LinkedIn follows the Pay Transparency and non-discrimination provisions described at this link: https://lnkd.in/paytransparency.

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Please use this link to access documents that provide information about how LinkedIn handles the personal data of employees and job applicants, as well as the E-Verify Participation Notice and the Department of Justice Immigrant and Employee Rights Section Right to Work posters: https://www.linkedin.com/legal/candidate-portal.

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