Senior Director, HRBP Commercial

Calling all originals: At Levi Strauss & Co., you can be yourself — and be part of something bigger. We’re a company of people who like to forge our own path and leave the world better than we found it. Who believe that what makes us different makes us stronger. So add your voice. Make an impact. Find your fit — and your future.

As Senior Director, HR Business Partner Commercial, you will serve as a strategic advisor to senior Commercial leaders, shaping people and organizational strategies that drive growth, execution, and results.

This HR Leader will report to the VP, HRBP Commercial and will support our Retail Center of Excellence, Global Licensing and Commercial Operations, Merchandise Planning & Inventory Management (MPIM,) and Beyond Yoga. This role requires a strong HR generalist with proven leadership in a global organization; one who can provide strategic business partnership and subject matter expertise to help the organization build capabilities, develop talent and reinforce culture.  You will partner closely with Commercial leadership to build high-performing teams, strengthen leadership capability, and create an environment where people feel connected to the work, accountable for outcomes, and equipped to win in the marketplace.

About the Job

Strategic Partnership to Drive Results

• Co-create and drive a comprehensive talent strategy designed to maximize investment, improve productivity and inspire and enable the pursuit of exceptional performance with a spirit of humanity
• Partner with leaders to align people, talent, and organizational strategies with revenue growth, margin, and market expansion priorities.
• Translate strategy into workforce plans, operating models, and leadership capabilities that enable execution across channels.
• Provide clear, credible counsel that balances strategic perspective with practical, results-oriented solutions.

Organizational Effectiveness & Change

• Help senior leaders to reimagine and transform critical business functions (i.e. MPIM) from providing support to being a competitive advantage in the market
• Lead organizational design, workforce planning, and role clarity efforts to improve speed, decision-making, and accountability.
• Support leaders through periods of growth, change, or market disruption, ensuring focus, engagement, and performance are sustained.
• Strengthen manager effectiveness as a primary lever for productivity, engagement, and retention.

Leadership, Talent & Succession

• Partner with Talent Management and Talent Acquisition to assess talent against best-in-class standards and ensure the organization has the right capabilities, capacity, and leadership bench.
• Lead succession planning and leadership development efforts aligned to current and future commercial needs.
• Coach senior leaders and managers to raise the bar and maintain high performance team standards on performance, collaboration, and leadership impact across teams and regions.

Belonging, Engagement & Performance Culture

• Support leaders in creating a work environment where people feel respected, included, and connected to shared goals.
• Demonstrate and reinforce leadership behaviors that promote trust, collaboration, and accountability.
• Use engagement, retention, and performance data to identify trends and drive targeted actions that improve team effectiveness and commercial outcomes.
• Help leaders balance high expectations with support, enabling strong performance without sacrificing sustainability or humanity
• Proactively lead and participate in cross-functional projects and initiatives, successfully balancing corporate enterprise responsibility and local contextualization

Employee Relations & Risk Management

• Provide sound judgment and guidance on complex employee relations matters, ensuring consistency, fairness, and alignment with company standards.
• Ensure compliance with local employment laws and regulations across regions, in partnership with Legal and regional HR teams.
• Proactively identify people-related risks and help leaders address issues before they impact performance or brand reputation.

Data, Insights & Execution Discipline

• Leverage workforce data, engagement insights, and commercial metrics to inform priorities and decisions.
• Hold business leaders and HR partners accountable to clear goals and measurable outcomes.
• Drive simplification and continuous improvement in people processes to support speed and execution.

About You

Required

• 15+ years of progressive HR experience, including senior-level HR Business P