PRO business partner sr

Description - External

Description - External

Now Brewing - human (partner) resources manager, Retail Operations (Alberta)

From the beginning, Starbucks set out to be a different kind of company. One that not only celebrated coffee and its rich tradition, but that also brought a feeling of connection. We are known for developing and supporting partners (employees) who share this passion and are guided by their service to others.

As a Starbucks partner (human) resources manager, you are a strategic business partner and advocate. You partner closely with leaders to create and continuously improve on the partner experience Starbucks is proud to offer. We take pride in all of our partners modeling and acting in accordance with the Starbucks mission and values, and as a partner (human) resources manager, you will be a leader in this space.

As a partner (human) resources manager, you will:

Human Resources Business Partner

Provide partner (human) resources expertise that spans all aspects of the partner experience

Lead successful implementation of all HR-related programs, initiatives and priorities.

Partner with HR Centers of Excellence to drive retail talent priorities and day to day HR operations.

Ensure appropriate escalation, decision-making, partner care, and risk mitigation related to partner relations matters.

Contribute to greater Canada Partner (Human) Resources team via project work, intentional peer teamwork, and continuous improvement of our practices and programs

Business Analysis & Problem Solving

Work shoulder-to-shoulder as a business partner to drive business priorities

Assess partner-related trends and identify opportunities to elevate the customer and partner experience

Assess talent landscape, leveraging both internal and external data and insights

Gain insights and feedback through shoulder-to-shoulder work with leaders, open forums, skip levels and roundtables and address opportunities with immediacy

Share data and insights with leaders routinely

Co-create area-level talent priorities that enable Best Moments for partners and customers and drive business results

Provide proactive thought partnership to departmental Vice Presidents and their leadership teams

Create solutions to address areas of greatest opportunity, leveraging regional insights

Prioritizing & Planning

Develop plans to drive key priorities and achieve goals; have ability to adapt to the unexpected

Align work against Canada and Partner (Human) Resources priorities

Lead planning, using tools and routines consistent with Canada standards

Lead talent discussions to align on performance, potential, development and rewards

Develop and maintain talent forecasts

Collaborate with leaders on partner development strategies

Create and execute plans to accomplish Inclusion & Diversity objectives

Own succession plan, ensure accurate assessments and effective transitions

Actively partner with Talent Acquisition on external hiring needs

Partner with leaders to address performance concerns with urgency

Ensure successful onboarding and training for new support partners; recommend tactics to address gaps

Culture, Collaboration & Communication

Inspire partners to emotionally connect to and embody our Mission and Values, creating best moments for partners and customers

Integrate inclusion, diversity, equity and accessibility in all talent practices

Balanced advocate for all partners, facilitating two-way dialogue. Approachable, unbiased resource for all levels

Lead change and work with field leaders to elevate their ability to drive broad behavioral shifts using Change Equation

Lead with a growth mindset

Role model Mission and Values and rituals that embody our culture and heritage (i.e. Coffee Tastings, Recognition)

Coaching for Excellence

Coach partners to deliver their very best and create meaningful careers

Actively coach leaders, leveraging growth mindset principles; Elevate coaching capability leaders you support

Partner with leaders to assess partner capability using Learning/Owning/Advising development path and create development plans

Elevate area-level team performance and development by assessing team dynamics and consulting on team strategies

Use open-ended questions to generate insights

Role model personal growth through self-awareness and reflection

Qualifications - External

Qualifications - External

We’d love to hear from people with:

Six or more years of human resources generalist or specialist experience, ideally in the retail or food service industry

Three or more years consulting with internal clients to identify business needs and recommended solutions

Three or more years of supervisory experience

Ability to travel to off-site meetings, inclusive of overnight trips

Certified Human Resources Professional (CHRP) designation

Let us give you the opportunity to be part of something bigger than yourself. It’s time for you #tobeapartner. Apply today!