Senior Manager, People Partner

7 Brew Coffee; Springdale (AR); On-site; USD 120,000 - 170,000; Full time

Job summary

7 Brew Coffee is seeking a Senior Manager, People Partner to act as a strategic advisor to leaders across functions and enterprise priorities. You will translate business strategy into practical workforce actions, drive people initiatives, and strengthen organizational health and leadership capability.

You will lead employee relations, workforce planning, and organizational effectiveness programs while partnering with Employee Experience, Recruiting, Total Rewards, and other People teams to

Qualifications

• Bachelor’s degree in human resources, business, organizational development, or a related field, or an equivalent combination of education and relevant experience.
• Eight or more years of progressively responsible experience in an HR Business Partner, People Partner, employee relations, organizational effectiveness, COE or similar role, including experience advising senior leaders on complex business and people matters.
• Demonstrated experience leading complex employee relations matters and workplace investigations, including matters with elevated risk, organizational impact, or cross-functional sensitivity.
• Demonstrated success advising senior leaders on workforce planning, organizational design, change leadership, talent strategy, performance management, and organizational effectiveness.
• Ability to analyze workforce data and translate insights into strategic recommendations, clear decisions, and practical business actions.
• Proven ability to build credibility with senior leaders, influence decisions without direct authority, and establish trusted relationships with employees and leaders at multiple levels.
• Strong coaching, facilitation, communication, problem-solving, and conflict-resolution skills.
• Strong portfolio and project-management skills, with the ability to manage competing strategic and tactical priorities in a fast-paced, high-growth environment.
• Experience operating in a senior manager-level People Partner, HRBP, organizational effectiveness, or comparable strategic advisory role is preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or a similar professional certification is preferred.

Responsibilities

• Lead cross-functional partnership with Employee Experience, the Senior Director of Talent, Recruiting, Talent Optimization/Management, Total Rewards, People Operations, and other People team functions to provide cohesive support to the business.
• Promote collaboration, consistency, knowledge sharing, and shared accountability across the People team, including escalation of unresolved ownership or prioritization issues.
• Shape the design, implementation, and continuous improvement of People programs, policies, processes, and tools in partnership with the appropriate functional owners.
• Lead communication, adoption, and implementation of People initiatives within assigned functional areas and provide feedback to functional owners on business impact and required adjustments.
• Enter and maintain accurate employee data in People systems and complete routine audits, updates, and administrative tasks.

Skills

Strategic partnership

Employee relations

Organizational design

Change leadership

Workforce analytics

Leadership coaching

Cross-functional collaboration

Education

Bachelor’s degree in HR or related field

Job description

7 Brew is a rapidly expanding drive-through beverage experience with over 900+ locations across 38 states in the U.S. We are one of the fastest-growing QSR brands in the world, with plans to open more domestic locations in 2026.

We're passionate about crafting delicious and unique beverages while providing a fast and friendly customer experience. We believe in creating a vibrant and energetic work environment where our team members can thrive and grow.

Our mission is to cultivate kindness one tasty drink at a time.

WHAT’S BREWING IN THIS ROLE...

The Senior Manager, People Partner serves as a senior strategic partner and trusted advisor to leaders across assigned functional areas and enterprise priorities. The role is expected to operate with broad influence, advise leaders on complex people and organizational matters, and translate business strategy into practical workforce actions. The senior manager will drive people strategies that enable business performance, organizational effectiveness, and sustainable growth by combining strong business acumen, employee relations expertise, talent insight, workforce analytics, and change leadership.

The Senior Manager, People Partner is accountable for strategic people partnership, employee relations, workplace investigations, workforce planning, organizational consulting, organizational effectiveness, and practical People Operations support. The role works cross-functionally with Employee Experience, Recruiting, Talent Management, Total Rewards, People Operations, and other People team functions to deliver coordinated solutions that strengthen organizational health, leadership capability, and employee experience.

THE FLAVOR YOU ADD...

Business Partnership

• Build trusted relationships with leaders and develop a deep understanding of business strategy, organizational dynamics, workforce needs, and the risks and opportunities that may affect performance.
• Lead consultative workforce and organizational effectiveness work that connects business priorities to practical people strategies, operating-model choices, and measurable outcomes.
• Influence annual and multi-year business planning by translating organizational priorities into workforce strategies, leadership actions, and change plans.
• Advise leaders on organizational design, team structures, role clarity, spans of responsibility, and workforce changes, escalating enterprise-wide implications and tradeoffs as appropriate.
• Partner with leaders on workforce strategy, headcount planning, staffing priorities, employee transitions, and organizational changes, balancing business needs, employee experience, cost, risk, and execution capacity.
• Lead change strategy and adoption for significant growth, transformation, restructuring, and organizational change initiatives, ensuring leaders are aligned and employees understand the path forward.

Talent Strategy Advisor

• Serve as the business-facing talent advisor to leaders up to the VP level, helping them assess organizational capability, critical roles, talent risks, development priorities, and workforce implications.
• Partner with Talent Management on talent reviews, succession planning, and identification of high-potential and critical talent; bring business context and implementation discipline to the process.
• Identify capability gaps, retention risks, and development opportunities, quantify business implications where practical, and recommend integrated solutions with clear ownership and measures of success.
• Partner with Recruiting and business leaders to align hiring priorities and workforce plans with organizational needs; Recruiting retains responsibility for recruiting delivery and process leadership.
• Support effective onboarding and integration of new employees and leaders.

Leader Enablement

• Coach managers and senior leaders on performance management, employee development, feedback, documentation, accountability, and difficult workplace conversations, adapting the approach to the leader and business context.
• Strengthen manager capability by providing practical guidance, tools, and resources.
• Advise leaders on complex employee relations matters, including workplace conflict, performance concerns, policy interpretation, employee complaints, and situations with material legal, cultural, or organizational risk.
• Lead timely, fair, thorough, and well-documented workplace investigations, using sound judgment to determine when Legal or other specialized partners should be engaged.
• Partner with leaders and appropriate stakeholders to determine resolutions, corrective actions, and follow-up plans, while identifying systemic themes and recommending preventive actions.
• Improve team effectiveness by diagnosing communication, collaboration, engagement, and performance challenges and helping leaders implement sustainable interventions.
• Apply company policies and employment practices consistently, partnering with Legal or other stakeholders as appropriate, and advise senior leaders on risk, precedent, and employee-experience implications.
• Set standards for consistent, thoughtful, and business-aligned People practices across assigned functions and influence adoption through coaching, communication, and follow-through.

Business Intelligence and Organizational Health

• Integrate workforce insights, people analytics, and business data to identify trends, risks, opportunities, and strategic choices for assigned functions and enterprise priorities.
• Interpret people analytics and translate findings into clear recommendations, decision points, and action plans for senior leaders.
• Monitor organizational health through employee feedback, engagement data, talent trends, employee relations themes, workforce indicators, and business performance signals.
• Anticipate organizational and people-related risks, assess potential business impact, and recommend mitigation strategies with clear owners and follow-up measures.
• Establish practical measures for the effectiveness of people initiatives and use data to support continuous improvement, prioritization, and informed executive decision-making.

Cross-Functional People Team Partnership and People Operations

• Lead cross-functional partnership with Employee Experience, the Senior Director of Talent, Recruiting, Talent Optimization/Management, Total Rewards, People Operations, and other People team functions to provide cohesive support to the business.
• Promote collaboration, consistency, knowledge sharing, and shared accountability across the People team, including escalation of unresolved ownership or prioritization issues.
• Shape the design, implementation, and continuous improvement of People programs, policies, processes, and tools in partnership with the appropriate functional owners.
• Lead communication, adoption, and implementation of People initiatives within assigned functional areas and provide feedback to functional owners on business impact and required adjustments.
• Enter and maintain accurate employee data in People systems and complete routine audits, updates, and administrative tasks.

MUST-HAVE INGREDIENTS...

• Bachelor’s degree in human resources, business, organizational development, or a related field, or an equivalent combination of education and relevant experience.
• Eight or more years of progressively responsible experience in an HR Business Partner, People Partner, employee relations, organizational effectiveness, COE or similar role, including experience advising senior leaders on complex business and people matters.
• Demonstrated experience leading complex employee relations matters and workplace investigations, including matters with elevated risk, organizational impact, or cross-functional sensitivity.
• Demonstrated success advising senior leaders on workforce planning, organizational design, change leadership, talent strategy, performance management, and organizational effectiveness.
• Ability to analyze workforce data and translate insights into strategic recommendations, clear decisions, and practical business actions.
• Proven ability to build credibility with senior leaders, influence decisions without direct authority, and establish trusted relationships with employees and leaders at multiple levels.
• Strong coaching, facilitation, communication, problem-solving, and conflict-resolution skills.
• Strong portfolio and project-management skills, with the ability to manage competing strategic and tactical priorities in a fast-paced, high-growth environment.
• Experience operating in a senior manager-level People Partner, HRBP, organizational effectiveness, or comparable strategic advisory role is preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or a similar professional certification is preferred.

Core Competencies

• Strategic business partnership
• Business and financial acumen
• Strategic workforce planning
• Organizational effectiveness and design
• Leader and manager coaching
• Talent strategy and shared accountability
• Employee relations and investigations
• Change leadership and adoption
• Workforce analytics and risk identification
• Enterprise influence and cross-functional collaboration
• Integrity, discretion, and sound judgment

WHY JOIN 7 BREW?

At 7 Brew, you’ll be part of one of the fastest-growing QSR brands in the U.S. We offer opportunities for career development, a supportive team culture, and the chance to make a difference while having fun at work.

If you’re excited to join a team that values kindness, speed, and great drinks, we’d love to hear from you!