Vice President, HR Business Partner, Global Commercial

levistraussandco; San Francisco (CA); In loco; USD 350.000 - 700.000; Tempo pieno

Descrizione del lavoro

Levi Strauss & Co. in San Francisco seeks a strategic and commercially minded Vice President, HR Business Partner, Global Commercial to join the HR Leadership Team.

You will serve as the lead HR advisor to the Chief Commercial Officer and the Commercial Leadership Team, guiding talent, leadership, and organizational capability to fuel growth. The role oversees HR leadership across Commercial clusters, partners with senior leaders across retail, eCommerce, wholesale, licensing, and regional

Descrizione del lavoro

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.

We are seeking a strategic and commercially minded Vice President, HR Business Partner, Global Commercial to join our HR Leadership Team and serve as the lead HR advisor to our Chief Commercial Officer and Commercial Leadership Team.

This executive will oversee HR leadership across our Commercial clusters and partner with senior leaders across retail, eCommerce, wholesale, licensing, commercial operations, and regional organizations to deliver the talent, leadership, workforce, and organizational capabilities required to execute our growth strategy.

Reporting to the Chief Human Resources Officer, this leader will guide the Commercial organization through growth, transformation, and change while ensuring we have the right talent, leadership, culture, and operating model to achieve business objectives. The Vice President will lead a globally dispersed team of HR leaders and partner closely with HR Centers of Excellence to activate our five strategic talent pillars across the Commercial organization.

About the Job

Lead the Commercial People and Talent Strategy

Serve as the primary HR advisor to the Chief Commercial Officer and Commercial Leadership Team on business, talent, leadership, organization, workforce, and culture priorities.

Co-create and execute a multi-year Commercial people strategy connected to the company's growth agenda, commercial priorities, financial commitments, and evolving operating model.

Translate business strategy into clear talent, capability, workforce, and organizational priorities across Commercial clusters and markets.

Bring an enterprise perspective to Commercial decisions by identifying cross-market implications, organizational interdependencies, talent risks, and opportunities to scale what works.

Use external trends, consumer and workforce insights, competitive intelligence, and people data to challenge assumptions and influence business strategy.

Represent Commercial within the HR Leadership Team, shaping enterprise HR priorities and ensuring HR strategies address the realities of Commercial and retail organizations.

Define clear priorities, measures, and governance for the Commercial HR agenda and drive disciplined execution across the global HR team.

Accelerate Performance

Feedback, coaching, performance management, manager development, and continuous learning

Partner with leaders to establish clear priorities, expectations, accountability, and performance standards.

Build a performance culture grounded in high standards, differentiated outcomes, continuous feedback, coaching, accountability, and humanity.

Strengthen the connection between enterprise strategy, Commercial priorities, team goals, and individual performance.

Equip leaders and managers to address performance directly, recognize differentiated contribution, and make high-quality talent decisions.

Use performance, productivity, engagement, and business data to identify organizational barriers and focus leadership action.

Partner with Talent Management and Development to embed feedback, coaching, manager development and continuous learning into the Commercial operating rhythm.

Enable Leaders

Executive development, leadership accountability, talent review, and succession

Advise the Chief Commercial Officer on leadership team effectiveness, executive talent, succession, organization health, and critical leadership transitions.

Lead rigorous talent reviews and succession planning across the Commercial organization.

Identify the critical roles and capabilities required to deliver current and future Commercial priorities.

Translate succession plans into targeted development actions, critical experiences, leadership moves and external talent strategies.

Coach senior leaders on leadership impact, enterprise decision-making, team effectiveness, and talent.

Hold leaders to account for building strong teams, developing talent, making.

Deepen Belonging

Culture, belonging by design, employee voice, and unifying moments

Embed belonging, trust, and inclusion into leadership practices, talent decisions, team norms, and the employee lifecycle.

Ensure global Commercial people strategies reflect diverseemployee, cultural, and market perspectives.

Use employee listening, engagement data, workforce insights, and direct feedback to identify systemic themes and translate them into leadership action.

Strengthen collaboration and connection across clusters, channels, markets, functions, and Commercial teams.

Advise leaders on addressing behaviors or organizational conditions that undermine trust, collaboration, or belonging.

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