Employee Relations Partner

Dutch Bros Coffee•HQ Remote - AZ, AZ

About The Position

The Employee Relations Partner (ERP) provides expert-level investigation, triage, and resolution of workplace concerns within a rapidly growing, high-volume field population. Acting as a trusted, objective advisor, this role supports People Business Partners (PBPs) and field leadership to cultivate a safe, compliant, and culturally aligned work environment. The ERP is responsible for managing the end-to-end workplace investigation process—navigating dynamics ranging from hourly frontline staff (Broistas) to multi-unit management (Business Coaches). This role requires an exceptional balance of investigative rigor, rapid prioritization, operational empathy, and strategic risk management to protect both our people and the business.

Requirements

Proficient in gathering evidence, conducting objective interviews, and applying consistent fact-finding methodologies.
Ability to manage a high-volume queue of active cases simultaneously while meeting strict internal timelines.
Foundational knowledge of federal and state labor laws, with a specific focus on hourly wage and hour compliance (break penalties, tip pooling, etc.).
Strong active listening and advanced problem-solving skills to navigate highly sensitive or volatile field situations.
Highly detailed and precise at writing legally defensible investigative summaries, case reports, and policy administration records.
Ability to analyze case data, spot behavioral or systemic trends across store patches, and translate findings into proactive recommendations.
Strong consulting skills to partner effectively with frontline teams, multi-unit Leaders, and legal counsel.
Minimum of 5 years of progressive Human Resources experience, with at least 3 years dedicated explicitly to employee relations and/or workplace investigations within a multi-unit retail, hospitality, fast casual, or restaurant environment.
Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent practical field experience.
Proven expertise in interviewing techniques, fact-finding, evidence gathering, and drafting formal investigative reports.
Strong foundational knowledge of federal and state employment laws (including Title VII, ADA, FMLA, and FLSA), with an emphasis on hourly wage-and-hour compliance.
Exceptional verbal and written communication skills; absolute ability to maintain confidentiality and navigate tough, high-stakes conversations with empathy and authority.
Proficiency with HRIS platforms and dedicated ER Case Management software (e.g., Workday, Zendesk, Service Now).
Ability to support a dynamic field schedule, which may occasionally include adjusting hours to connect with early morning or late-night field shifts.

Responsibilities

Conduct objective, thorough, and timely investigations into complex workplace complaints, including harassment, discrimination, retaliation, wage-and-hour issues, and policy violations.
Lead investigative interviews via phone, video, or in-person with a high degree of emotional intelligence and neutrality.
Produce legally defensible, highly accurate, and concise investigative summaries, reports, and recommended corrective actions.
Interpret, apply, and ensure consistent enforcement of company policies, as well as local, state, and federal employment laws.
Multi-task and manage a fast-moving, high-volume queue of field cases simultaneously, prioritizing issues dynamically based on severity and business risk.
Adhere strictly to internal Service Level Agreements (SLAs) for initial triage, communication updates, and case closure timelines.
Maintain meticulous documentation and record-keeping within the internal ER case management database.
Partner closely with People Business Partners, Field Operations leaders, and Legal teams to deliver objective, risk-aware disciplinary or termination recommendations.
Actively identify workplace trends, systemic compliance issues, or leadership gaps across field patches; translate ER data into actionable feedback for the People team to implement preventative training.
De-escalate highly sensitive or volatile workplace conflicts using advanced problem-solving techniques and clear, constructive communication.