Senior Director, Field Human Resources Business Partner

Dutch Bros Coffee • Tempe, AZ

1d • Onsite

About The Position

It's fun to work in a company where people truly believe in what they are doing. At Dutch Bros Coffee, we are more than just a coffee company. We are a fun-loving, mind-blowing company that makes a difference one cup at a time. Position Overview: The Senior Director, Field Human Resources Business Partner provides enterprise-wide leadership for the Field HRBP organization and Employee Relations (ERP) team, overseeing multiple departments with critical impact on field operations, leadership capability, and organizational health. This role assists in shaping and executing the HRBP strategy, operating plans, and organizational design initiatives that support business goals over a 1–2 year time horizon. Serving as a strategic advisor to executives and senior field leadership, the Senior Director influences key business decisions by leveraging deep expertise in talent, culture, organizational effectiveness, and people analytics. This leader holds responsibility for multiple teams, sets the strategic direction for Field HRBP and ERP service delivery, and ensures the consistent execution of people and culture strategies across all multi-unit field operations. This role requires mastery-level HR knowledge, strong business acumen, the ability to communicate with executive leadership on matters of significant importance, and oversight of budgets and resource allocation across the HRBP and ERP functions.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Communications, or related field required.
• 8+ years of progressive HR leadership experience, including 6+ years managing teams and experience leading multi-unit or multi-market HR support.
• Proven experience influencing senior leadership decisions and leading HR strategy for organizations of 1,000+ employees.
• Demonstrated ability to lead multiple departments or functions with enterprise-wide impact.
• Strong business and financial acumen, including budget and resource management.
• Mastery-level capability across HR disciplines (talent, org design, employee relations, analytics, change).
• Ability to travel and drive on a regular basis for field engagement.
• Strategic enterprise thinker with strong operational instincts
• Exceptional communicator, capable of engaging executive leadership
• Influential leader and builder of high-performing, high-trust teams
• Skilled at scaling processes across multi-unit field organizations
• Data-driven, analytical problem solver
• Change leader who models adaptability and resiliency
• Strong advocate for culture, leadership development, and employee experience
• Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptions
• Must be able to collaborate in-person with occasional impromptu in-person meetings
• Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels
• Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches. Must be able to occasionally move or lift office items up to 25 pounds
• Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls. Use of hearing aids or other assistive devices is acceptable if needed.
• Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions. Proficiency in written communication is required to handle job-related tasks effectively.
• Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools. Use of corrective lenses or other measures to meet visual requirements is expected if needed.
• Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.
• Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.

Nice To Haves

• Master’s degree preferred.
• Workday experience preferred.

Responsibilities

• Strategic Leadership & Enterprise Alignment Lead the field HRBP and ERP strategy, ensuring alignment with organizational priorities and operational goals across all regions. Create and execute 1–2 year operating plans that support field capability, talent outcomes, culture health, and organizational performance. Actively influence executive and senior leadership decisions by providing data-backed insights on workforce trends, talent risks, and organizational design. Serve as a key member of the HR leadership team, contributing to cross-functional strategy and enterprise people plans.
• Multi-Unit HR Strategy & Execution Develop and lead HR strategies that support large-scale, multi-unit shop operations, ensuring consistency and scalability. Maintain a strong pulse on field dynamics by validating HRBP insights, conducting strategic field visits, and partnering with senior field leaders to understand opportunities, gaps, and emerging needs. Ensure HRBP teams are solving the right problems with targeted, high-impact solutions aligned with business priorities.
• Field HRBP & ERP Team Leadership Manage, mentor, and develop a team of HR Business Partners and ERP professionals supporting multi-unit operations. Standardize HRBP role expectations, competencies, and service delivery models across the enterprise. Oversee budgeting, staffing, and resource planning to support team performance and operational needs. Serves as a trusted advisor to senior leaders on workforce risk, union-related matters, and compliance with labor laws. Proactively partners with legal counsel to manage investigations, grievances, and disputes, while developing scalable practices that promote consistency, mitigate risk, and support business growth. Anticipates and responds to labor relations challenges in a hyper-growth context, balancing operational needs with positive employee relations.
• Data-Driven Decision Making & Workforce Analytics Lead the HRBP team in identifying, monitoring, and interpreting critical workforce metrics; turnover, staffing, engagement, ER trends, retention, and leadership capability. Anticipate future business and workforce needs through predictive analytics and trend forecasting. Drive actionable insights that guide field leadership decisions and improve operational and cultural outcomes.
• Talent, Succession, and Culture Leadership Ensure consistent execution of talent routines, including leadership assessments, calibration, succession planning, and high-potential identification. Oversee the use of culture and engagement tools to diagnose trends and drive field-level action plans. Promote a strong, people-first culture across all markets, serving as a role model leader and champion of leadership behaviors.
• Employee Relations & Risk Mitigation Lead the ERP function and ensure consistent, legally compliant execution of employee relations processes, investigations, and corrective actions. Guide HRBPs and ERP partners through complex, high-risk cases requiring expert judgment and executive alignment. Monitor trends to proactively identify and address systemic issues or risks.
• Change Leadership & Organizational Agility Lead the Field HRBP team through organizational changes by designing clear and effective change management strategies. Enable Field HRBPs to coach field leaders through transitions and change adoption in a dynamic business environment. Build organizational trust by promoting transparent communication, alignment, and accountability across all levels of the field.

What This Job Offers

• Job Type: Full-time
• Career Level: Director