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Based in San Francisco, you will report directly to the SVP, Head of HR, Old Navy, and sit on the Old Navy HR Leadership Team. You will serve as the HR leader for Old Navy's headquarters organization, partnering with senior executives to build the organization, talent and capabilities the brand needs to perform today and grow for the future. You will influence decisions across organization and workforce strategy, leadership, talent and culture, bringing together business context, people insights and a strong point of view to turn complex challenges into clear action.
This is a role for someone who wants to be close to the business and help shape what comes next. You will have real ownership of how the HQ organization is built, led and prepared for what lies ahead.What You'll Do
• Shape the people and organization strategy for Old Navy HQ, translating brand and business priorities into focused workforce, organization, talent and leadership priorities.
• Partner with the Old Navy Head of Field HR and Talent Partner to align on overall Old Navy HR strategy, so HQ and Field operate as one HR organization, with a shared point of view and a consistent experience for leaders and employees.
• Serve as a trusted advisor to senior leaders, bringing perspective, challenge and
sound judgment to important business, organization and people decisions.
• Build the organization and capabilities Old Navy needs for the future through
organization design, workforce planning and thoughtful consideration of roles,
operating models, decision making and how work gets done.
• Strengthen leadership and talent across the organization through succession, talent planning, development, performance and internal mobility, with particular focus on building strong leadership pipelines and critical capabilities.
• Use data, analytics and AI-enabled tools, along with business insight and external trends, to identify what matters, helping leaders understand organizational health, workforce opportunities and talent risks, and translating those insights into action.
• Lead the people side of significant business change, helping the organization
navigate shifts in strategy, structure, technology and ways of working while
maintaining clarity, engagement and performance.
• Lead a high-performing team of HQ HR business partners who support senior
executives, developing them into progressive, strategic advisors. Set clear
priorities, build HR capability and partner across Talent Management, Employee Relations, Total Rewards, Talent Acquisition and other HR teams to deliver connected solutions for the business.
Who You Are• You have 12+ years of progressive HR experience, including proven experience operating as a senior HR leader in a large, complex, matrixed business, connecting business strategy, organization and talent in ways that improve performance.
• Experience in retail or another consumer, customer-driven business is a strong plus.
• You are a credible and influential partner to senior leaders, able to challenge
thinking, navigate competing perspectives and bring clarity to high-stakes
decisions.
• You have led through significant organization and business change, balancing the needs of the business, employees and the longer-term health of the organization.
• You are a proven people leader who builds strong HR teams and develops
progressive, strategic HR business partners. You set a high bar for partnership and create an environment where people can make decisions and operate with confidence.
• You bring strong business and commercial acumen and are as comfortable
discussing business performance, operating choices and organizational tradeoffs as you are discussing people strategy.
• You use data, external perspective and curiosity to form a point of view, recognize patterns and opportunities, challenge assumptions and make sound decisions when the path is not obvious.
• You are a forward-looking and adaptable leader who looks for better ways to work, embraces AI, analytics and other new tools with sound judgment to evolve how work gets done, without chasing trends.
Skills Required
- 12+ years of progressive human resources experience
- Experience as a senior HR leader in a large, complex, matrixed business
- Ability to connect business strategy, organization, and talent to improve performance
- Experience advising and influencing senior leaders on high-stakes business, organization, and people decisions
- Experience leading significant organizational and business change
- Proven people leadership experience building strong HR teams and developing strategic HR business partners
- Strong business and commercial acumen
- Ability to use data, external perspectives, and curiosity to form recommendations and make decisions
- Forward-looking, adaptable leadership and willingness to use AI, analytics, and new tools
- Experience in retail or another consumer, customer-driven business
Gap (gapinc.com). Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Gap (gapinc.com). and has not been reviewed or approved by Gap (gapinc.com)..
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Healthcare Strength — Comprehensive medical, dental, and vision coverage is offered, alongside programs that support physical, mental, and financial wellbeing. Feedback suggests eligible employees can also leverage tools like FSAs and additional wellbeing resources.
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Leave & Time Off Breadth — Paid time off, company-paid holidays, and multiple leave options (sick, disability, and family leave) create broad time-away coverage. Some roles start with substantial PTO accrual and can access flexible leave arrangements.
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Wellbeing & Lifestyle Benefits — A generous cross-brand merchandise discount is a standout perk, complemented by commuter benefits, on-the-clock volunteer hours, and matching donations. Feedback suggests these lifestyle benefits add meaningful value beyond base pay.
Gap (gapinc.com). Insights
What We Do
In 1969, Don and Doris Fisher opened the first Gap store on Ocean Avenue in San Francisco. They wanted to make it easier to find a great pair of jeans, and they did. Their denim and records store was a hit, and it grew to become one of the world’s most iconic brands. Today we’re represented in more than 1400 stores in over 40 countries, and online. We have headquarters in New York, London, Shanghai, Tokyo, and, of course, San Francisco. Our unique aesthetic is optimistic cool, elevated American style. Our clothes are crafted with care, with focused attention to thoughtful design. We believe in staying true to our heritage while creating what’s next. Don and Doris Fisher always wanted to “do more than sell clothes.” They wanted to support the people who ran their company, to be active in their communities, and to have a positive impact on the world. Their vision helped transform retail, and we’re still following their lead. We stand for freedom and possibility for all; we champion diverse ideas that transcend generations, geographies and genders.
