Senior Specialist, Talent Management

Dutch Bros Coffee•Phoenix, AZ

3d•Onsite

About The Position

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 Sr. Specialist, Talent Management plays a key role in advancing employee engagement and organizational effectiveness initiatives across the business. Reporting to the Manager of Talent Management & Engagement, this role serves as an internal subject matter expert in engagement methodology, Industrial-Organizational (IO) principles, and employee sentiment analysis. The Sr. Specialist supports the design, administration, and continuous improvement of engagement measurement systems, including the enterprise engagement survey. This role is responsible for analyzing employee feedback, engagement drivers, and workforce trends to generate insights that help leaders strengthen team effectiveness, performance, and retention. Working closely with Learning & Development, People Business Partners, and Talent Acquisition, the Sr. Specialist translates engagement and people data into actionable recommendations and tools that support leaders in improving the employee experience. This role also contributes to the development of competency frameworks, selection tools, and talent practices that align engagement insights with the broader talent lifecycle. This position is ideal for someone who thrives at the intersection of people analytics, behavioral science, and organizational effectiveness, leveraging data and research-based insights to help leaders make informed decisions that strengthen culture and performance.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Industrial-Organizational Psychology, or related field (Master’s preferred).
4+ years of experience in employee engagement, organizational development, or IO-focused roles.
Demonstrated experience with Gallup engagement methodology (Q12 strongly preferred).
Experience facilitating leadership workshops and team effectiveness sessions.
Experience administering and interpreting assessments (DISC, Working Genius, strengths-based tools, or similar).
Strong analytical capability with experience translating data into actionable recommendations.
Engagement Strategy & Gallup Expertise
Industrial-Organizational Application
Assessment Interpretation & Synthesis
Data Storytelling & Executive Communication
Relationship Building & Influence
Change Management
Must be able to work in a busy, crowded, and loud office with frequent distractions and interruptions
Must be able to collaborate in-person with occasional impromptu in-person meetings
Adaptability to typical office conditions, which may include exposure to air conditioning, heating, artificial lighting, and varying noise levels
Ability to sit, stand, reach, twist, stretch, and work at a desk for long stretches.
Must be able to occasionally move or lift office items up to 25 pounds
Hearing must be sufficient or correctable to ensure clear understanding of spoken information, including participating in virtual meetings and phone calls.
Use of hearing aids or other assistive devices is acceptable if needed.
Ability to read and write in English is essential for processing documents, drafting reports, and following up on necessary actions.
Proficiency in written communication is required to handle job-related tasks effectively.
Vision must be adequate or correctable to perform essential job duties, such as reading documents on a computer screen and using other visual tools.
Use of corrective lenses or other measures to meet visual requirements is expected if needed.
Must be proficient in operating a computer and other office productivity tools such as printers, scanners, and collaboration software.
Must possess strong verbal and written communication skills to interact effectively with team members, clients, and other stakeholders via email, video conferencing, and other in office communication tools.

Nice To Haves

Master’s preferred
Experience developing structured interview guides and selection tools preferred.

Responsibilities

Serve as a lead administrator and enterprise subject matter expert on Gallup engagement methodology (Q12 preferred), including survey administration, interpretation, benchmarking, and action planning.
Lead full engagement survey lifecycle: communications, reporting, leader enablement, action planning frameworks, and follow-through accountability.
Analyze employee sentiment, engagement drivers, and workforce trends to identify organizational strengths, risk areas, and improvement opportunities.
Develop structured toolkits and manager resources to support meaningful engagement conversations and action planning.
Monitor and report on engagement KPIs, trends, and correlations to retention and performance outcomes.
Present synthesized insights and recommendations to senior leaders to inform strategic decisions.
Apply Industrial-Organizational principles to strengthen leadership behaviors, team performance, and culture alignment.
Interpret engagement and performance data through a behavioral and systems lens to support leaders.
Support change management efforts tied to engagement, performance processes, and leadership initiatives.
Identify patterns and systemic themes across survey and assessment results to inform enterprise-level strategies.
Support the end-to-end performance management lifecycle including goal setting, mid-year check-in, and year-end performance reviews.
Create comprehensive resource toolkits to support leaders during the lifecycle and standardize excellence across the organization.
Analyze and monitor performance health metrics to understand company workforce trends and inform continuous process improvement.
Collaborate with cross-functional partners to understand their needs, identify challenges, and recommend solutions to ensure a frictionless experience.
Support integration of competencies into the talent lifecycle by defining specific behaviors and leader attributes required at every level in the organization.
Design leadership success profiles aligned to Dutch Bros competencies to define what great looks like for both field and HQ employees.
Partner with L&D to develop competency-based development paths to support employee career growth and succession.
Maintain competency frameworks to ensure scalability and inclusion to ensure it meets changing organizational and market demands.
Partner with Talent Acquisition to design structured interview guides, competency-based question banks, and evaluation rubrics grounded in IO best practices.
Align hiring tools with engagement drivers and leadership expectations.
Provide training and guidance to hiring managers on structured interviewing and candidate assessment consistency.
Ensure selection processes reinforce culture, engagement, and leadership capability standards.
Transform engagement and people data into clear, compelling narratives and visual dashboards.
Define and track engagement-related KPIs to provide actionable insights to leaders and drive evidence-based people decisions.
Stay current on industry best practices and emerging research in engagement, culture, and IO psychology.