Vice President, HR Business Partner, Global… at Levi Strauss… · San…

Vice President, HR Business Partner, Global Commercial

Location: HQ-Office, San Francisco, CA, USA

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, organizational choices, and talent.

• Hold leaders accountable for building strong teams, developing talent, making timely people decisions, and leading through change.

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.

• Partner with Diversity and Inclusion, Talent Management, regional HR teams, and business leaders to activate enterprise programs in globally relevant and locally meaningful ways.

Elevate Employee Experience
Rewards, well-being, technology, and HR service delivery

• Define the employee experience priorities most critical to attracting, engaging, and retaining the talent needed to deliver the Commercial strategy.

• Partner with Centers of Excellence and HR Operations to translate enterprise programs into practical, scalable, and relevant solutions for Commercial populations.

• Ensure strong execution of core talent, performance, rewards, well-being, engagement, and employee lifecycle processes across clusters.

• Identify friction in the employee and manager experience and work across HR to simplify processes, improve service, and clarify ownership.

• Champion digital tools, AI-enabled solutions, manager self-service, and modern HR delivery practices that improve access, quality, consistency, and speed.

• Use employee listening, attrition data, manager insights, and service feedback to prioritize improvements and measure impact.

Optimize Our Organization
Reimagining work, organization design, workforce planning, headcount management, and location strategy

• Serve as a co-architect of the Commercial organization, advising on operating models, organization design, governance, capabilities, decision rights, spans and layers, role clarity, and ways of working.

• Lead strategic workforce planning across Commercial clusters, connecting business plans with future capability, capacity, location, cost, and talent requirements.

• Help leaders determine the right mix of employees, contingent talent, technology, automation, AI, shared services, and global talent hubs.

• Challenge organizational investments and structural decisions to ensure they are sustainable, scalable, and aligned with the highest-value Commercial priorities.

• Partner with Finance and Commercial leaders on headcount planning, workforce investments, productivity, and organizational tradeoffs.

• Lead the people and change strategy for Commercial transformation, restructuring, leadership transitions, and operating model changes.

• Build clear change narratives that explain why change is needed, what will be different, and how success will be measured.

Lead the Global Commercial HR Organization

• Lead, align, and develop a globally dispersed team of Commercial and cluster HR leaders.

• Establish a unified Commercial HR agenda, clear accountabilities, governance, escalation paths, and shared ways of working.

• Create strong alignment between global Commercial priorities and cluster-level execution.

• Clarify decision rights among global Commercial HR, cluster HR leaders, Centers of Excellence, HR Operations, and local HR teams.

• Build the capability of the Commercial HR team to operate as strategic business partners, organization architects, talent advisors, change leaders, and data-driven decision partners.

• Foster a One HR mindset that encourages early alignment, proactive collaboration, transparency, consistency, and mutual accountability.

• Enable appropriate local autonomy for day-to-day people matters while maintaining enterprise standards and governance for significant talent and organizational decisions.

• Build succession and development plans for the Commercial HR organization and create mobility across markets and HR disciplines.

Use Data, Insights, and Risk Judgment to Improve Outcomes

• Integrate people, workforce, financial, operational, and commercial data to inform business and talent decisions.

• Translate complex data into clear executive narratives, strategic choices, and recommended actions.

• Establish measures connecting the Commercial people strategy to leadership effectiveness, talent readiness, organizational capability, employee experience, productivity, retention, and business performance.

• Act as an early-warning system for talent, culture, capacity, organizational, employee relations, and execution risks.

• Provide executive oversight and sound judgment on complex or high-risk employee matters in partnership with Employee Relations, Legal, regional HR, and other specialists.

• Ensure significant people decisions are fair, consistent, legally compliant, and aligned with company values and standards.

• Drive adoption of enterprise HR strategies and ensure programs translate into sustained leadership behavior and measurable business impact.

About You

• 15+ years of progressive HR leadership experience, including significant experience in senior HR Business Partner roles and supporting a large, front-line/hourly population.

• At least five years of experience leading across multiple countries, regions, or culturally diverse geographies.

• Demonstrated success as the lead HR advisor to C-suite executives and enterprise leadership teams.

• Experience leading the people strategy for a large, complex, geographically dispersed, and highly matrixed organization.

• Proven experience supporting Commercial, Sales, Retail, eCommerce, or other consumer-facing and revenue-generating organizations.

• Experience working at scale in a global consumer, retail, apparel, or product-led company.

• Deep experience in organization design, strategic workforce planning, talent management, succession, performance, executive coaching, employee relations, and change leadership.

• Demonstrated success leading significant business transformation, organization redesign, or operating model change.

• Experience building and leading global, regional, or cluster-based HR teams.

• Strong understanding of the complexities associated with frontline and retail employee populations.

• Demonstrated ability to connect talent and organizational strategies to growth, productivity, financial performance, and marketplace outcomes.

• Experience navigating local labor, regulatory, cultural, and employee relations considerations across geographies.

• Bachelor’s degree or equivalent experience in Human Resources, Business, Organizational Development, or a related discipline. Advanced degree preferred.

This is a hybrid work schedule based in our San Francisco, CA headquarters. You will be expected in office 3 days per week typically Tuesday-Thursday. Note, time in office can vary depending on business needs.

The expected starting salary range for this role is $400,000- $445,000 per year. We may ultimately pay more or less than the posted range based on the location of the role. The amount a particular employee will earn within the salary range will be based on factors such as relevant education, qualifications, performance and business needs.

Levi Strauss & Co. (LS&Co.) offers a total rewards package that includes base pay, incentive plans, 401(k) matching, paid leave, health insurance, product discounts, and more designed to help you and your family stay healthy, meet your financial goals, and balance the demands of your work and personal life. Available benefits and incentive compensation vary depending upon the specifics of the role; details relating to a specific role will be made available upon request. Read more about our benefits here.

LS&Co. is an affirmative action and equal employment opportunity employer. We welcome and value people from diverse cultures, backgrounds, and experiences to make LS&Co. a collective success.

#LI-Hybrid

EOE M/F/Disability/Vets

LOCATION

San Francisco, CA, USA

FULL TIME/PART TIME

Full time

FILL DATE

This position is expected to be filled by 01/12/2027.

Current LS&Co Employees, apply via your Workday account.