Director, HR Business Partner

Company Description

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, we trust each other to do our best work where it works best for us and our teams. This role offers both hybrid and remote work options, meaning you can work from home and commute to a LinkedIn office, depending on what’s best for you and when it is important for your team to be together, or this role can be performed remotely in most locations in the country of employment.

Searching for your dream job? At LinkedIn, we strive to help our employees find passion and purpose. Join us in changing the way the world works. 

The successful candidate will be responsible for all aspects of Human Resources management and program implementation across the Infrastructure Engineering organization. This organization consists of approximately 1000 employees. We are looking for an inspirational HR leader with the ability to partner and influence across the Engineering organization as well as engage the global HR team, driving the goals and objectives for Site Engineering.

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. 

The Role: 

Talent Management

• Develop and lead the talent strategy for the Infrastructure Engineering organization, 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 clients and establish readiness for change when applicable.

Key responsibilities:

• Set the HR strategy for the Infrastructure Engineering organization globally
• Drive the definition and delivery of talent processes, policies, and systems for the business
• Continually develop culturally appropriate application of HR policies and procedures
• Actively participate in the functional leadership teams as a partner to the business
• Provide guidance and leadership to the HR Business Partner Leads
• Develop and cultivate deep relationships with oth