PRO (HR) Business Partner Senior – Partner Resources (PRO4PRO) Seattle

Now Brewing – senior PRO (HR) Business Partner – Partner (Human) Resources ( 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 that enables business performance, builds leadership capability, and strengthens partner engagement. This role requires deep HR expertise and judgement as you will serve as a strategic advisor to senior leaders in the Partner Resources organization to strengthen team effectiveness, and lead organizational priorities aligned to business goals. This is a unique opportunity to serve as the PRO business partner for your PRO BP peers while also being part of a team providing PRO support for our Legal, Global Security, Communications, Social Impact and Government Affairs functions, with the opportunity to partner across these interconnected groups for program delivery. 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. As a senior PRO (HR) business partner , you will… Professional Expertise · 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). Business Acumen & Problem Solving · 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. Prioritizing & Planning · 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. Collaboration & Communication · 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. We’d love to hear from people with: · 6+ years of human resources experience including supporting executive leadership. · 3+ years developing