Director, HRBP Digital & Technology

Levi Strauss & Co.•San Francisco, CA

2d•Remote

About The Position

The Director, HR Business Partner – Technology & Digital is responsible for both the day-to-day execution of core HR operating processes and partnership on select people priorities for the Digital & Technology organization. This role ensures consistent, high-quality delivery of cyclical HR programs. These programs include performance management, talent reviews, compensation planning, engagement actions, workforce planning, and hiring. Additionally, the role supports organizational effectiveness, capability building, and change initiatives aligned to business needs. This role reports to the Vice President, Organizational Development & HR Business Partner for Digital & Technology, partnering closely with leaders across the Digital & Technology and HR Centers of Excellence. This HRBP is a hands-on, operationally strong partner who brings structure and guidance to global environments.

Requirements

Bachelor's degree or equivalent experience.
10+ years of progressive HR generalist/HRBP experience, including senior-leader partnership and direct ownership of cyclical HR programs and operational delivery.
Demonstrated experience supporting Technology & Digital organizations (e.g., Engineering, Product, Digital, Data/Analytics, Cybersecurity, Enterprise Technology).
Experience supporting large, globally dispersed teams across multiple regions and time zones, including GCCs and global talent hubs
Strong capability in transformation work (org design, change management, talent and performance management, employee relations, etc).
Experience partnering with HR COEs to deliver integrated solutions (TA, Total Rewards, ER, L&D, People Ops, People Analytics).
Familiarity with Agile and Product operating models, engineering career frameworks, and technical talent markets.

Responsibilities

Partner with HR centers of excellence (COEs) & drive operational excellence
Drive talent strategies that elevate performance and build future-ready capabilities, especially in AI, engineering, product, and digital skill areas.
Manage annual talent reviews, succession planning, and development planning, influence hiring profiles and internal mobility decisions.
Coach teams on goal setting, performance differentiation, feedback, and development; apply performance management processes fairly and effectively to ensure they are applied.
Support key talent acquisition activities including workforce planning, recruiting strategy, and onboarding effectiveness, especially for hard-to-fill technical roles.
Serve as the connector between the business and HR COEs, ensuring end-to-end delivery of HR programs.
Utilize AI and automation to create operational efficiencies
Provide counsel on employee relations matters ensuring consistency, fairness, and compliance.
Partner with Legal/Employee Relations to manage risk, maintain documentation standards, and ensure alignment with employment laws and internal policies.
Partner on organization design work to improve speed, clarity, and accountability.
Partner on change management for transformations such as digital modernization, platform implementations, operating model shifts, and transitions.
Partner with Technology & Digital leaders and their teams to execute the people plan that advances the business strategy including digital transformation, improves operating effectiveness, and strengthens organizational health.
Use data and insights to advise leaders and drive measurable improvements.
Identify capability gaps and partner with Learning/OD to implement solutions.
Support leader and team coaching needs; enable leaders to build inclusive, performance-driven teams.