Principal, HRBP - LinkedIn Marketing Solutions

Linkedin3; Mountain View (CA); Hybrid; USD 180,000 - 240,000; Full time

Job summary

LinkedIn is seeking a Principal HR Business Partner to partner with LMS leadership across LinkedIn's advertising business. The role will influence across all levels, own the design and change agenda, and drive growth by aligning structure, spans of control, and coverage to business needs.

You will collaborate with LMS leaders (Large Customer NAMER, BrandWorks, Marketing Science & Technology), cross-functional partners, and other HR functions to deliver integrated HR solutions, use data to guide

Qualifications

• Bachelor's degree or equivalent experience.
• 7+ years of HR experience.
• Experience partnering with executive-level leaders (VP and above).
• Experience leading HR initiatives that drive measurable business results.

Responsibilities

• Collaborate with senior leaders to translate business goals into HR strategies.
• Guide organizational design, workforce planning, and talent management.
• Lead talent reviews, succession planning, and workforce analytics.
• Define and deliver globally scalable talent processes and programs.
• Partner with Centers of Excellence to solve business problems.

Skills

HR strategy

Talent management

Organizational design

Change management

Data analytics

Leadership coaching

Executive stakeholder management

Education

Bachelor's degree

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.

We are looking for a forward-thinking Principal HR Business Partner to partner with the leadership teams across LinkedIn Marketing Solutions (LMS), LinkedIn's advertising business. This role supports three leaders and their organizations spanning both revenue-generating business units and the horizontal teams that support them. This role will influence effectively across all levels of leadership, bring deep business and commercial acumen, lead with data, and navigate ambiguity while balancing challenging the status quo by meeting the business where they are.

This role will own the organization's design and change agenda in that environment, including assessing structure, spans of control, and segment coverage to support planned growth, and evaluating the right mix of internal, vendor, and outsourced support.

This role will partner closely with LMS business leaders (Large Customer NAMER, BrandWorks and Marketing Science & Technology), cross-functional and communications partners, and clients, along with other GTO functions such as talent acquisition, compensation, and learning and development, to deliver integrated HR solutions and connect change into a cohesive narrative for the business.

Responsibilities:

• Collaborate with senior leaders to understand business goals and translate them into HR strategies and initiatives.
• Provide strategic guidance on organizational design/development, workforce planning, and talent management
• Lead talent reviews, succession planning, and workforce analytics to identify and develop key talent.
• Define and drive the delivery of talent processes & programs globally
• Actively participate in the functional leadership teams as a partner to the business
• Understand the business and its challenges to help address the organization and talent needs
• Develop and cultivate deep relationships with other HRBPs and the Centers of Excellence
• Assist with the change process as the company meets the challenges of the need to continue to grow and scale
• Partner with the Centers of Excellence to solve business problems and execute on corporate-wide talent initiatives
• Deliver short-term solutions while also solving for long-term problems by addressing immediate challenges and underlying causes
• Improve manager capabilities through coaching and implementation of management development programs and opportunities
• Use data to measure success: learn, iterate, and improve; analyze trends and develop pro-active actions to further support the business objectives
• Communicate to a diverse population and understand when to flex based on the audience

Basic Qualifications:

• Bachelor's Degree or equivalent experience
• 7+ years of HR experience

Preferred Qualifications:

• 5+ years of HR Experience supporting sales or go-to-market organizations, including familiarity with quotas, sales structures, incentives, and operating rhythms (strongly preferred, not required)
• Demonstrated experience in organization design - assessing structure, spans of control, layers, and coverage models - and translating growth plans into practical org recommendations
• Proven ability to lead change end to end identifying affected audiences, sequencing communications, and partnering with comms so messages connect rather than land in fragments
• Strong data fluency and able to analyze workforce and business data, interpret what it signals, and lead with evidence when advising senior leaders on growth, staffing, and operating models
• Experience advising leaders on build-versus-buy decisions, including internal, vendor, and outsourced support models
• Systems and enterprise thinking - able to assess implications across the business and the broader organization rather than solving within a single team
• Experience partnering with executive-level leaders (VP and above) as a trusted advisor with a seat at the leadership table
• Demonstrated experience across HR functional areas such as organization development, change management, and leadership coaching
• Experience with global teams and the ability to make decisions that incorporate global context and support collaboration across org and geo boundaries
• Proven experience leading HR initiatives that drive measurable business results
• Experience leading talent reviews, succession planning, and workforce planning for senior and highly visible populations
• Ability to work at all levels of the HR "stack" - strategic, operational, and tactical
• Demonstrated ability to thrive in a fast-paced, ambiguous, and rapidly evolvin