Manager, NSO Talent Operations

Dutch Bros Coffee•Phoenix, AZ

About The Position

The Manager, NSO Talent Operations, serves as the central nervous system for Dutch Bros’ expansion strategy. Acting as the primary liaison between corporate strategy and field execution, you oversee the talent roadmap for all New Shop Openings (NSOs). Your objective is to achieve 100% Day 1 staffing for every new location, ensuring growth occurs without compromising the operational integrity or headcount of our existing shops. You manage the high-level systems, triggers, and cross-functional timelines that drive the hiring and succession lifecycle. You sit at the intersection of Development, Talent Acquisition, Talent Management, and Field Operations, ensuring that our human capital readiness aligns perfectly with our physical construction milestones.

Requirements

Bachelor’s degree in Business Administration, HR, Operations, or a related field (or equivalent experience).
3–5+ years of experience at the intersection of Talent Operations and Retail/Hospitality, with a proven track record of managing complex operational projects.
Experience managing multi-site rollouts or high-volume openings (Retail, Food & Beverage, or Hospitality is a huge plus).
Advanced proficiency in Project Management software (e.g., Asana, Monday.com, SmartSheet, or Trello).
Experience working within an Applicant Tracking System (ATS), not necessarily as a recruiter, but as a power user who understands how to pull data and track pipeline health.
Strong Excel/Data Visualization skills (Pivot tables, VLOOKUPs, or Dashboarding) to manage reporting.

Nice To Haves

PMP (Project Management Professional) certification is a "nice-to-have" but not required; operational experience in a fast-growing company is more valuable.

Responsibilities

Drive the talent countdown for all New Shop Openings (NSO).
Manage rigorous "T-minus" schedules and hold cross-functional teams accountable for deliverables, ensuring all moves and hires are synchronized via high-level dashboards.
Partner with Development and Field Operations to maintain a 12-month rolling forecast.
Translate construction milestones (Lease Signed, Shell Complete) into specific talent triggers.
Align relocation timelines with NSO milestones, ensuring that the movement of leaders into new markets is timed perfectly with training and opening schedules.
Manage the operational "ripple effect" of internal moves to ensure that seeding new markets never compromises the stability of existing locations.
Track the selection of talent and internal transfers, immediately triggering backfill requisitions within Talent Acquisition to ensure relocation timelines and hiring needs are perfectly synchronized.
Manage NSO staffing and resulting backfills as a single, linked project.
Ensure the Attraction team is driving traffic for the entire talent ecosystem, not just the new shop.
Create visibility into talent supply vs demand across markets.
Build dashboards to flag "at-risk" openings.
Act as the primary lead for escalating delays (e.g., Shop Manager not identified by T-minus 60 days, construction delays, etc.) to TA Leadership.
Maintain a high-level view of the leadership pipeline, identifying where a promotion for a new shop creates an operational risk for an existing one, and coordinating the stakeholders to mitigate that risk.
Provide "Net Vacancy" analysis to leadership.
Monitor the health of backfill roles to ensure that expansion fuels brand growth without diluting the leadership density of our established locations.
Identify bottlenecks in the T-minus schedule and iterate on the talent playbook to reduce time-to-fill for critical NSO roles.