Now Brewing - senior PRO (HR) Business Partner - Partner (Human) Resources ( Seattle) ! #tobeapartner
A senior, PRO (HR) business partner contributes to Starbucks' success by leading talent and organizational strategy that enables business performance, builds leadership capability, and strengthens partner engagement. This role requires deep HR expertise and judgement as you will serve as a strategic advisor to senior leaders in the Partner Resources organization to strengthen team effectiveness, and lead organizational priorities aligned to business goals. This is a unique opportunity to serve as the PRO business partner for your PRO BP peers while also being part of a team providing PRO support for our Legal, Global Security, Communications, Social Impact and Government Affairs functions, with the opportunity to partner across these interconnected groups for program delivery. We take pride in all our partners (employees) modeling and acting in accordance with the Starbucks mission and values, and as a senior PRO (HR) business partner , you will be a leader in this space.
As a senior PRO (HR) business partner , you will...
Professional Expertise
• Shapes team performance strategy by diagnosing team dynamics and translating business priorities into capability-building actions.
• Coaches leaders using growth mindset principles; drives timely, high-quality performance actions and leader capability.
• Leads delivery of enterprise talent practices (e.g., performance and development rhythms) in a way that improves execution quality and partner experience.
• Creates a tight feedback loop with COEs to improve practices based on what's happening in the client group (culture, org health, partner engagement).
Business Acumen & Problem Solving
• Uses data and listening to identify drivers of engagement, retention, and performance, and recommends actions aligned to business strategy.
• Advises leaders with clear options and tradeoffs; applies HR expertise to reduce risk and improve decision quality.
• Stays current on external/internal trends and translates them into practical guidance for leaders.
• Builds "shoulder-to-shoulder" feedback loops (skip levels, roundtables, team forums) and addresses themes with appropriate action plans.
Prioritizing & Planning
• Builds and drives an integrated talent plan to support the unique talent needs for that area of the business.
• Facilitates leader talent discussions on a routine that supports partner planning, identifies successors, supports performance conversations and elevates leadership capability in assessing talent.
• Forecasts workforce needs; identifies trends impacting org health and partners on plans to address gaps and risks.
• Leads leadership team effectiveness to assess, diagnose, and appropriately implement team effectiveness sessions to improve team performance.
• Partners on org design and change management to ensure structure and roles support business strategy and growth.
Collaboration & Communication
• Builds trust quickly across levels; creates two-way dialogue and moves leaders from discussion to action.
• Applies strong judgment and decision making related to partner care, risk mitigation, crisis management, partner relations and labor relations.
• Leads change with leaders using clear frameworks, strong communication, and sustained adoption support to drive behavior shifts.
Partners effectively across COEs / HR network to align solutions, simplify execution, and deliver a consistent leader experience.
We'd love to hear from people with:
• 6+ years of human resources experience including supporting executive leadership.
• 3+ years developing organizational and talent strategies with senior leaders preferred.
• Education - Bachelor's Degree focused on human resources and/or business administration preferred. PHR/SPHR or equivalent is a plus.
• Experience in dealing with ambiguous situations and challenges every day in a fast-moving, fast-paced environment.
• Flexibility to meet the demands of supporting partners and leaders in multiple time zones and locations.
• Ability to connect quickly with all levels of leaders and influence positive outcomes that drive results.
• Ability to work independently and make confident decisions without all needed and necessary information.
• Experience leveraging existing HR resources to create new and improved processes to support the business.
As a Starbucks partner, you (and your family) will have access to medical, dental, vision, basic and supplemental life insurance, and other voluntary insurance benefits. Partners have access to short-term and long-term disability, paid parental leave, family expansion reimbursement, paid vacation from date of hire*, sick time (accrued at 1 hour for every 25 hours worked), eight paid holidays, and two personal days per year. Starbucks also offers eligible partners participation in a 401(k) retirement plan with employer match, a discounted company stock program (S.I.P.), Starbucks equity program (Bean Stock), incentivized emergency savings, and financial well-being tools. Additionally, Starbucks offers 100% upfront tuition coverage for a first-time bachelor's degree through Arizona State University's online program via the Starbucks College Achievement Plan, student loan management resources, and access to other educational opportunities. You will also have access to backup care and DACA reimbursement. Starbucks will comply with any applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, and in accordance with its plans and policies. This list is subject to change depending on collective bargaining in locations where partners have a certified bargaining representative. For additional information regarding partner perks and more detailed information about benefits, go to starbucksbenefits.com .
*If you are working in CA, CO, IL, LA, ME, MA, NE, ND or RI, you will accrue vacation up to a maximum of 120 hours (190 in CA) for roles below director and 200 hours (316 in CA) for roles at director or above. For roles in other states, you will be granted vacation time starting at 120 hours annually for roles below director and 200 hours annually for roles director and above.
The actual base pay offered to the successful candidate will be based on multiple factors, including but not limited to job-related knowledge/skills, experience, geographical location, and internal equity. At Starbucks, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate.
We believe we do our best work when we're together, which is why we're onsite four days a week.
Join us and inspire with every cup. Apply today!
