Sr. Manager, HR Business Partner (Behavior Management)

About the role

LinkedIn is a global professional network focused on helping people build connections, find opportunities, develop skills, and gain useful insights. The company also emphasizes employee growth and aims to foster a workplace grounded in trust, care, inclusion, and enjoyment.

This position is part of LinkedIn’s flexible work approach, which may be remote or hybrid depending on team and business needs. Hybrid roles split time between home and a LinkedIn office on selected days, while remote roles are based from the approved home work location at the time of hiring. Any later change to the home work location requires a review and approval of remote status.

This role may be located in San Francisco, Mountain View, Chicago, or New York.

The Senior Manager, HRBP Consulting and Solutions (C&S) for Behavior Management will oversee a team of HR Business Partners who advise people leaders on employee conduct, workplace behavior, and sensitive disciplinary matters. The role is responsible for promoting fair, consistent, and policy-aligned handling of employee concerns while helping leaders make timely and informed decisions.

The leader will partner closely with HR, Legal, Employee Relations, Compliance, and business stakeholders to strengthen operational execution, reduce risk, improve manager capability, and support a strong employee experience. The position reports to the Senior Director, Consulting & Solutions and requires strong HR business partnering experience, sound management capability, self-direction, and operational rigor.

Responsibilities

• Recruit, coach, develop, and support a team of HR Business Partners focused on behavior management.
• Create an environment that encourages accountability, inclusion, collaboration, and ongoing learning.
• Advise on complex and sensitive employee situations that require escalated judgment.
• Ensure consistent approaches to decisions, documentation, and case handling across the team.
• Align recommendations and outcomes so employee treatment remains fair, consistent, and equitable.
• Act as the escalation contact for high-risk or complicated behavior, conduct, and disciplinary matters.
• Guide the team in partnering with leaders to resolve concerns involving workplace behavior, policy compliance, interpersonal conflict, and team effectiveness.
• Balance business requirements, company values, risk reduction, and employee experience when shaping solutions.
• Strengthen manager capability through coaching, consultation, and scalable guidance from the team.
• Identify recurring patterns and issues that affect leadership effectiveness and organizational health.
• Build frameworks, training, and best practices that improve leadership decisions.
• Help leaders handle employee issues confidently while maintaining fairness and consistency.
• Ensure employee matters are managed in line with company policy, employment law, and regional requirements.
• Work closely with Legal, Employee Relations, Compliance, and functional HRBPs on sensitive cases.
• Track risk trends and suggest proactive actions to reduce organizational exposure.
• Maintain strong confidentiality and professional standards.
• Set up and continuously improve case management processes, service standards, and team operating routines.
• Use data and reporting to surface trends, generate insights, influence HR initiatives, and improve outcomes.
• Monitor team capacity, service levels, and quality expectations.
• Promote consistency across regions while accounting for local labor law and cultural differences.
• Build strong collaborative relationships with HRBPs, Legal, Employee Relations, Compliance, and HR Operations teams.
• Contribute subject matter expertise to company-wide talent, culture, and workforce initiatives.

Requirements

• At least 10 years of progressive HR experience, with substantial emphasis on manager consulting and performance/behavior management.
• At least 3 years supporting global organizations in a centralized HRBP or shared services environment.
• At least 3 years of direct people management experience, or equivalent leadership experience.
• Strong understanding of employment law and HR practices across multiple geographies.
• Ability to apply sound judgment in ambiguous and sensitive situations.
• Capability to manage, coach, mentor, and motivate a diverse global team while meeting accountability and performance expectations.
• Experience implementing HR and operational programs and strategies.
• Familiarity with HR functional areas.
• Ability to prioritize, multitask, and manage multiple projects in a fast-moving environment.
• Strong attention to detail and commitment to producing accurate, high-quality work.
• Logical thinking, analytical ability, and problem-solving skills to resolve challenges.
• Experience in a highly matrixed global organization and ability to collaborate with multiple stakeholders.
• Demonstrated leadership maturity with the ability to influence stakeholders and secure buy-in.
• Excellent written and verbal communication and strong interpersonal skills.

Compensation and benefits

The pay range for this position is USD 144,000 to USD 234,000 per year. Final compensation depends on factors such as skill set, experience depth, certifications, and work location. Compensation may vary in other locations because of labor-market differences.

The total package may also include an annual performance bonus, stock, benefits, and/or other incentive compensation plans.

Additional information

LinkedIn is an equal opportunity employer and 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.

The company is committed to providing an inclusive and accessible hiring experience for candidates with disabilities. Reasonable accommodations may be requested for job search, application, or interview participation.

Examples of reasonable accommodations include documents in alternate formats or read aloud, accessible interview locations, the presence of a service dog, and sign language interpretation during interviews.

Accommodation requests are generally responded to within three business days, but non-disability-related requests such as follow-up on an application do not receive a response.

LinkedIn does not discriminate against employees or applicants for discussing or disclosing compensation information, except where such disclosure is restricted under applicable rules related to investigations, complaints, hearings, or legal obligations.

Under the San Francisco Fair Chance Ordinance, qualified applicants with arrest and conviction records will be considered for employment.

As a federal contractor, LinkedIn follows pay transparency and non-discrimination requirements.

Additional candidate privacy, compliance, E-Verify, and right-to-work information is available through the company’s candidate portal.