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