Vice President, People Business Partners & Employee Relations

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 Vice President, People Business Partner provides enterprise leadership for the People Business Partner and Employee Relations functions supporting both Headquarters and Field operations. This executive is accountable for building and leading high-performing teams, setting the service delivery strategy, and ensuring consistent, business-aligned people practices across the organization.

Serving as a strategic advisor to executives and senior leaders, the Vice President translates business priorities into scalable workforce, talent, organizational effectiveness, and employee relations strategies. The role requires deep experience in complex, multi-unit organizations and the ability to connect Headquarters strategy with the realities of distributed field operations.

This leader must bring broad HR expertise, strong business and financial acumen, sound judgment in high-risk employee matters, and a proven record of developing leaders and teams. The Vice President oversees organizational design, talent and succession, change leadership, workforce insights, employee relations, budgets and resource allocation across the People Business Partner and Employee Relations functions.

Job Qualifications

- Bachelor’s degree in Human Resources, Business Administration, Communications, or a related field required; master’s degree highly preferred.
- 13+ years of progressive Human Resources leadership experience, including significant experience leading leaders and building high-performing teams.
- Required: Senior HR leadership experience in a complex, geographically dispersed, multi-unit organization.
- Demonstrated success leading People Business Partner and Employee Relations strategies across both corporate or Headquarters functions and Field operations.

- Proven ability to advise and influence C-suite executives and senior operational leaders on business, talent, organizational, and workforce risk decisions.

- Track record of scaling teams, operating models, and people practices in a high-growth environment.

- Deep expertise in employee relations, investigations, organizational design, talent and succession, change leadership, workforce analytics, and employment risk.

- Strong business and financial acumen, including budget, headcount, vendor, and resource management.

- Exceptional leadership presence, judgment, communication, and ability to lead effectively through ambiguity and change.

- Workday experience preferred.

- Ability to travel regularly to support Field engagement and business needs.

Location Requirement:

This role is located at Dutch Bros Headquarters in Tempe, AZ. This position is required to be in office 4 days per week (Mon-Thurs); Fridays are optional remote work days.

Key Responsibilities

Strategic Leadership & Enterprise Alignment

- Set and lead the enterprise strategy for People Business Partners and Employee Relations across Headquarters and all multi-unit Field operations.

- Build and execute multi-year operating plans that strengthen leadership capability, talent outcomes, organizational health, culture, and business performance.

- Influence enterprise decisions through sound judgment and data-backed insights on workforce trends, talent risks, employee relations, and organizational design.

- Serve as a senior member of the People leadership team, shaping cross-functional strategy and ensuring Headquarters and Field priorities remain connected.

People Business Partner & Employee Relations Leadership

- Lead, coach, and develop senior leaders and teams of People Business Partners and Employee Relations professionals supporting Headquarters and multi-unit Field operations.

- Establish clear accountabilities, leadership expectations, capabilities, and service delivery standards across both functions.

- Build a scalable operating model, talent bench, and succession pipeline that can support continued enterprise growth.

- Oversee budgets, staffing, vendor partnerships, and resource allocation to deliver strong business outcomes and effective risk management.

- Serve as a trusted advisor to executives on complex workforce matters, investigations, labor and employment risk, organizational effectiveness, and leadership decisions.

- Partner proactively with Legal and business leaders to resolve high-risk matters and implement consistent, scalable practices across Headquarters and Field.

Data-Driven Decision Making & Workforce Analytics

- Establish enterprise workforce insights and operating rhythms across Headquarters and Field, including turnover, staffing, engagement, retention, employee relations trends, and leadership capability.

- Anticipate future workforce and organizational needs through analytics, trend forecasting, and close partnership with business leaders.

- Translate insights into executive recommendations and measurable actions that improve business, talent, and culture outcomes.

Talent, Succession, and Culture Leadership

- Ensure rigorous execution of enterprise talent routines, including leadership assessment, calibration, succession planning, performance management, and high-potential development.

- Partner with Headquarters and Field leaders to strengthen organizational capability, leadership effectiveness, and ready-now talent pipelines.

- Model people-first leadership and hold teams accountable for a consistent, high-quality employee experience across every location and function.

Employee Relations & Risk Mitigation

- Own the enterprise Employee Relations strategy and ensure consistent, legally compliant investigations, case management, corrective action, and risk mitigation across Headquarters and Field.

- Provide executive-level judgment and direction on complex, sensitive, and high-risk employee matters.

- Use case trends and root-cause analysis to identify systemic issues, strengthen leader capability, and reduce enterprise risk.

Change Leadership & Organizational Agility

- Lead enterprise people and organizational change across Headquarters and Field, ensuring clear strategy, sponsorship, communication, and adoption.

- Equip People leaders and business leaders to navigate growth, organizational transitions, and evolving workforce needs.

- Build trust and accountability through transparent communication, aligned decision-making, and disciplined execution.

Compensation:

Dependent On Experience

If you like wild growth and working in a unique and fun environment, surrounded by positive community, you'll enjoy your career with us!