Principal, HRBP - LinkedIn Marketing Solutions

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. 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 willinfluence effectively acrossall levels of leadership, bring deep business and commercial acumen, lead with data, and navigate ambiguity while balancing challenging the status quobymeeting the business where they are. This role will own the organization'sdesign 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,BrandWorksandMarketing 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. Providestrategic guidance onorganizationaldesign/development, workforce planning, and talent management Lead talent reviews, succession planning, and workforce analytics toidentifyand develop key talent. Define and drive the delivery of talent processes & programs globally Activelyparticipatein 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 Assistwith 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 HRexperience Preferred Qualifications: 5+yearsofHRExperiencesupporting sales or go-to-market organizations, including familiarity with quotas, sales structures, incentives, and operating rhythms (strongly preferred, notrequired) 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 toendidentifyingaffected audiences, sequencing communications, and partnering with comms so messages connect rather than land in fragments Strong data fluencyandable 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 areassuch asorganization 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 evolving environment, and to work independently Excellent communication, interpersonal, and influencing skills, both verbal and written, with the ability to flex based on the audience Suggested Skills: Organization design and strategic workforce planning Data-driven decision making Change management and executive communication Influence without authority Business and commercial acumen in a sales environment LinkedIn is committed to fair andequitablecompensation practices. The pay range for this role is $148,000 to $240,000. Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location.This may be different in other locations due to differences in the cost of labor. The total compensation package for this position may also include annual performance bonus, stock,benefitsand/or other applicable incentive compensation plans. For more information, visit Equal Opportunity Statement We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn 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. 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