Sr. Manager, HR Business Partner (Behavior Management)

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. This role can be based in San Francisco, Mountain View, Chicago or New York. The SeniorManager,HRBPConsulting and Solutions(C&S)BehaviorManagement role,will lead a team of HRBusiness Partners responsible for advising and consulting people leaders on employee conduct, workplacebehavior, anddisciplinary andsensitive employee matters. The role ensures consistent, fair, and compliant resolution of employee concerns while enabling people leaders to make confident, timely people decisions. The Senior Manager serves as a trustedpartnerto HR, Legal, Employee Relations,Compliance,and business leaders, driving operational excellence, risk mitigation, manager capability, anda positiveemployee experience. This leader balances sound judgment with business pragmatism, helping scale a high-quality HR partnership model across regions and functions. TheSeniorManagerwillreport to theSrDirector, Consulting&Solutions andleadateamof HRBPs focused onbehaviormanagement.The successful candidate willhavestrong HRbusiness partneringexperience, be driven and self-directed,have strongmanagementcapability,anddemonstrate operational excellence. Responsibilities: Lead and Develop a Team of HR Business Partners Hire, coach, develop, and support a team of HR Business Partners specializing in behavior management. Establish a culture of accountability, inclusion, collaboration, and continuous learning. Provide guidance on complex and sensitive employee situations requiring escalated judgment. Drive consistency in decision-making, documentation, and case management practices across the team. Calibrate recommendations and outcomes to ensure fair, consistent, and equitable treatment. Provide Strategic Consultation on Behavior and Conduct Matters Serve as the escalation point for high-risk or complex behavior, conduct, and disciplinary cases. Ensure team is appropriately partnering with leaders to address concerns related to workplace behavior, policy adherence, interpersonal conflict, and team effectiveness. Ensure alignment between business needs, company values, risk mitigation, and employee experience considerations. Drive Manager Effectiveness Build manager capability through team's coaching, consultation, and scalable guidance. Identify patterns and recurring challenges impacting manager effectiveness and organizational health. Develop frameworks, training, and best practices that improve leadership decision‑making. Enable leaders to navigate employee issues with confidence while maintaining fairness and consistency. Risk Management and Compliance Ensure all employee matters are handled in accordance with company policy, employment law, and regional requirements. Partner closely with Legal, Employee Relations, Compliance, and Functional HRBPs on sensitive matters. Monitor risk trends and proactively recommend actions to mitigate organizational exposure. Maintain high standards of confidentiality and professionalism. Operational Excellence Establish and continuously improve case management processes, service delivery standards, and team operating rhythms. Leverage data and reporting to identify trends, drive insights, influence HR initiatives, and improve outcomes. Monitor team capacity, service levels, and quality standards. Drive consistency across regions while balancing local employment law and cultural considerations. Cross-Functional Partnership Build strong, collaborative partnerships with HRBPs, Legal, Employee Relations, Compliance, and HR Operations teams. Contribute expertise to organization-wide talent, culture, and workforce initiatives. Qualifications Basic Qualifications: 10+ years of progressive Human Resources experience required with significant focus on manager consulting and performance and behavior management. 3+ years experiencesupporting global organizations in a centralized HRBP or shared services model. Preferred Qualifications: 3+ years of direct people management experience or equivalent. Strong knowledge of employment law and HR practices across multiple geographies. Ability to exercise sound judgment in ambiguous and sensitive situations. Ability to manage, coach, mentor and motivate a diverse global team while ensuring team and individual accountability and performance standards are met. Experience implementing HR and operational programs and strategies. Background and familiarity with HR functional areas. Ability to prioritize, multitask and manage multiple projects successfully in a fast‑paced and dynamic environment. Strong attention to detail and commitment to delivery of quality/accurate work products. Logical reasoning, analytical, and problem‑solving skills to troubleshoot and overcome challenges. Experience working in a highly‑matrix and global organization and knows how to collaborate effectively with multiple stakeholders. Proven leadership experience, with maturity and ability to influence stakeholders and gain buy‑in. Outstanding interpersonal and communication skills, both verbal and written. Suggested Skills: Behavior Management People Leadership Cross Functional CollaborationRisk Mitigation Strategic HR Partnership LinkedIn is committed to fair and equitable compensation practices. The pay range for this role is $144,000 to $234,000. 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, benefits and/or other applicable incentive compensation plans. For more information, visit Additional Information Equal Opportunity Statement We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. 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