pro (HR) business partner senior - Finance

Starbucks Coffee Company•Seattle, WA

5d•$117,700 - $196,500•Hybrid

About The Position

This role contributes to Starbucks’ success by leading talent and organizational strategy that enables business performance, builds leadership capability and drives partner engagement. In this role, you will serve as a strategic advisor to senior leaders across the Finance organization, shaping talent plans, strengthening team effectiveness and leading organizational priorities aligned to business goals. You will operate as both a business partner and trusted thought partner —using data, insights and deep HR expertise to diagnose challenges, influence decisions and deliver measurable outcomes. As Starbucks continues its transformation, this role plays a critical part in advancing the Back to Starbucks strategy by ensuring teams are aligned, capable and positioned to drive the business. We take pride in all our partners modeling and acting in accordance with the Starbucks mission and values, and as a senior pro-business partner, you will be a leader in this space.

Requirements

6+ years of human resource experience including supporting senior leadership
Experience in dealing with ambiguous situations and challenges each and every day in a fast-moving, fast-paced environment
Flexibility to meet the demands of supporting global partners around the world
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

Nice To Haves

Bachelor’s Degree focused on human resources and/or business administration preferred.
PHR/SPHR or equivalent is a plus.

Responsibilities

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).
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.
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 consultant 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.
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.

Benefits

Medical, dental, vision, basic and supplemental life insurance, and other voluntary insurance benefits.
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.
Two personal days per year.
401(k) retirement plan with employer match.
Discounted company stock program (S.I.P.).
Starbucks equity program (Bean Stock).
Incentivized emergency savings.
Financial well-being tools.
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.
Access to other educational opportunities.
Backup care.
DACA reimbursement.