senior PRO (HR) Business Partner- Technology (Nashville or Seattle)

Starbucks•Seattle, WA

15d•Hybrid

About The Position

Now Brewing – senior, PRO (HR) Business Partner- Technology (Nashville or Seattle)! #tobeapartner From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and the rich tradition, but that also brought a feeling of connection. We are known for developing extraordinary leaders who share this passion and are guided by their service to others. A senior, PRO (HR) business partner contributes to Starbucks’ success by leading talent and organizational strategy to enables business performance, builds leadership capability, and strengthens partner engagement. In this role, you will serve as a strategic advisor to senior leaders across the Technology organization, strengthen team effectiveness and lead organizational priorities aligned to business goals. This role is critical to advancing our Technology talent strategy, particularly as we establish our new Nashville office. As the primary senior PRO (HR) business partner on-site in Nashville supporting our Tech team, you will operate with a high degree of autonomy, navigating ambiguity while building the foundation for a strong partner and leadership experience. 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. The senior, PRO (HR) Business Partner must be based in Nashville or Seattle.

Requirements

6+ years of human resources experience including supporting senior leadership.
3+ years of human resources experience supporting a technology organization preferred.
Human resources or talent acquisition experience with knowledge of the Nashville market is a plus.
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 each and every day in a fast-moving, fast-paced environment.
Flexibility to meet the demands of supporting partners and leaders around the world, including across time zones and multiple offices.
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

3+ years of human resources experience supporting a technology organization preferred.
Human resources or talent acquisition experience with knowledge of the Nashville market is a plus.
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 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%25 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.