Senior Director, Field Human Resources Business Partner

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. 

Position Overview:

The Senior Director, Field Human Resources Business Partner provides enterprise-wide leadership for the Field HRBP organization and Employee Relations (ERP) team, overseeing multiple departments with critical impact on field operations, leadership capability, and organizational health. This role assists in shaping and executing the HRBP strategy, operating plans, and organizational design initiatives that support business goals over a 1–2 year time horizon.

Serving as a strategic advisor to executives and senior field leadership, the Senior Director influences key business decisions by leveraging deep expertise in talent, culture, organizational effectiveness, and people analytics. This leader holds responsibility for multiple teams, sets the strategic direction for Field HRBP and ERP service delivery, and ensures the consistent execution of people and culture strategies across all multi-unit field operations.

This role requires mastery-level HR knowledge, strong business acumen, the ability to communicate with executive leadership on matters of significant importance, and oversight of budgets and resource allocation across the HRBP and ERP functions.

Job Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Communications, or related field required. Master’s degree preferred.

• 8+ years of progressive HR leadership experience

• Proven experience influencing senior leadership decisions and leading HR strategy for organizations of 1,000+ employees.

• Demonstrated ability to lead multiple departments or functions with enterprise-wide impact.

• Strong business and financial acumen, including budget and resource management.

• Mastery-level capability across HR disciplines (talent, org design, employee relations, analytics, change).

• Workday experience preferred.

• Ability to travel and drive on a regular basis for field engagement.

Location Requirement: 

This role is located in Tempe, Arizona. This position is required to be in office 4 days per week (Mon–Thurs); Fridays are optional remote work days. Relocation is available for qualified candidates.

Key Result Areas (KRAs):

Strategic Leadership & Enterprise Alignment

• Lead the field HRBP and ERP strategy, ensuring alignment with organizational priorities and operational goals across all regions.

• Create and execute 1–2 year operating plans that support field capability, talent outcomes, culture health, and organizational performance.

• Actively influence executive and senior leadership decisions by providing data-backed insights on workforce trends, talent risks, and organizational design.

• Serve as a key member of the HR leadership team, contributing to cross-functional strategy and enterprise people plans.

Multi-Unit HR Strategy & Execution

• Develop and lead HR strategies that support large-scale, multi-unit shop operations, ensuring consistency and scalability.

• Maintain a strong pulse on field dynamics by validating HRBP insights, conducting strategic field visits, and partnering with senior field leaders to understand opportunities, gaps, and emerging needs.

• Ensure HRBP teams are solving the right problems with targeted, high-impact solutions aligned with business priorities.

Field HRBP & ERP Team Leadership

• Manage, mentor, and develop a team of HR Business Partners and ERP professionals supporting multi-unit operations.

• Standardize HRBP role expectations, competencies, and service delivery models across the enterprise.

• Oversee budgeting, staffing, and resource planning to support team performance and operational needs.

• Serves as a trusted advisor to senior leaders on workforce risk, union-related matters, and compliance with labor laws.

•  Proactively partners with legal counsel to manage investigations, grievances, and disputes, while developing scalable practices that promote consistency, mitigate risk, and support business growth. 

• Anticipates and responds to labor relations challenges in a hyper-growth context, balancing operational needs with positive employee relations.

Data-Driven Decision Making & Workforce Analytics

• Lead the HRBP team in identifying, monitoring, and interpreting critical workforce metrics; turnover, staffi