Field, People Business Partner
Dutch Bros Coffee
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Job summary
Dutch Bros Coffee is seeking an experienced Field People Business Partner to align with an AVP region, strengthen organizational health, and build talent pipelines. You will coach leaders, analyze workforce data, and drive leadership effectiveness across multi-unit operations.
In this remote role, you will travel 30-50% to support regional leadership, talent reviews, and strategic initiatives, while ensuring alignment with ERPs, People Services, and Centers of Excellence.
Qualifications
- Bachelor's degree or equivalent experience required.
- 7+ years of HR, talent management, organizational development, or related experience.
- Experience supporting multi-unit operations and field-based teams.
- Experience influencing leaders at multiple levels.
- Strong capability to interpret data and drive action.
- Knowledge of employment law and employee relations practices.
- Experience with Centers of Excellence and shared services teams.
Responsibilities
- Partner with AVPs on regional business planning and priorities.
- Provide strategic consultation on organizational effectiveness and leadership challenges.
- Identify workforce risks and develop action plans to improve outcomes.
- Lead talent reviews and succession planning discussions.
- Support change management initiatives and communication plans.
- Collaborate with ERPs, People Services, and COE to deliver seamless employee experience.
Skills
Education
Tools
Job description
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.
The Field People Business Partner (PBP) serves as the strategic people advisor to an assigned Area Vice President (AVP) region. This role partners closely with regional leadership to strengthen organizational health, develop leadership capability, build talent pipelines, and execute people strategies that support business growth. The PBP proactively assesses workforce needs, identifies organizational opportunities and risks, and leverages data-driven insights to improve engagement, retention, succession readiness, and leadership effectiveness. As a trusted advisor, the PBP coaches leaders through organizational challenges, talent decisions, and change initiatives while partnering closely with Employee Relations Partners (ERPs), People Services, and Centers of Excellence to deliver a seamless employee experience.
- Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent experience required
- 7+ years of progressive Human Resources, Talent Management, Organizational Development, Operations Leadership, or related experience
- Experience supporting multi-unit operations and field-based teams
- Demonstrated experience influencing and coaching leaders at multiple organizational levels
- Experience facilitating talent reviews, succession planning, workforce planning, and organizational design discussions
- Strong analytical capabilities with the ability to interpret people and business data and translate insights into action
- Experience leading change management initiatives and organizational transformations
- Strong working knowledge of employment law and employee relations practices
- Experience working cross-functionally with Centers of Excellence and shared services teams
- Proficiency with Workday, Microsoft Office Suite, and workforce analytics tools preferred
This role is eligible for remote work within the following states: AL, AZ, FL, GA, KY, IL, NC, OH, SC, TN, VA.This role is regionally aligned and is expected to reside within or adjacent to the assigned AVP region.
Regular travel is required to support regional leadership teams, talent reviews, strategic planning sessions, shop visits, and development activities. Travel is expected to be approximately 30-50% of the position,depending on business needs.
- Partner with AVPs and Coaches on regional business planning and organizational priorities
- Provide strategic consultation on organizational effectiveness and leadership challenges
- Identify workforce risks and opportunities and develop action plans to improve outcomes
- Leverage people and business data to inform decisions and recommendations
- Facilitate talent reviews and succession planning discussions
- Partner with leaders to identify high-potential talent and critical roles
- Partner with Talent Acquisition to ensure 100% of roles are filled within a pre-set timeline
- Support development planning and leadership readiness efforts
- Support difficult conversations and employee performance concerns
- Develop leader capability related to coaching, feedback, engagement, and talent development
- Monitor succession health and bench strength within assigned region
- Analyze turnover, retention, engagement, and workforce trends
- Partner with leaders to develop action plans that improve organizational health
- Support engagement survey action planning and follow-through
- Monitor culture and employee experience indicators and recommend improvements
- Support acquisitions, leadership transitions, and growth initiatives
- Partner with stakeholders to drive successful adoption of organizational changes, including new programs and program enhancements
- Support the development of communication and change management strategies
- Ensure people considerations are incorporated into strategic business decisions
- Provide business context and leadership consultation on employee relations matters
- Partner with ERPs on investigations and corrective action recommendations
- Support leaders in effectively executing action plans and recommendations
- Escalate complex employee relations concerns as appropriate
- Strategic Business Partnership
- Leadership Coaching & Development
- Talent Management & Succession Planning
- Workforce Planning
- Organizational Effectiveness
- Change Management
- Business Acumen
- Data Analysis & Workforce Analytics
- Relationship Building & Influence
- Communication & Facilitation
- In-Office Environment: 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
- Office Conditions: Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels
- Mobility: 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 Requirements: 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.
- Reading and Writing Proficiency: 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 Requirements: 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.
- Technology Proficiency: Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.
- Effective Communication: 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.
DOE
If you like wild growth and working in a unique and fun environment, surrounded by positive community, you'll enjoy your career with us!
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