Senior Manager, People Partner

7 Brew is a rapidly expanding drive-through beverage experience with over 900+ locations across 38 states in the U.S. We are one of the fastest-growing QSR brands in the world, with plans to open more domestic locations in 2026.

We're passionate about crafting delicious and unique beverages while providing a fast and friendly customer experience. We believe in creating a vibrant and energetic work environment where our team members can thrive and grow.

Our mission is to cultivate kindness one tasty drink at a time.

The Senior Manager, People Partner serves as a senior strategic partner and trusted advisor to leaders across assigned functional areas and enterprise priorities. The role is expected to operate with broad influence, advise leaders on complex people and organizational matters, and translate business strategy into practical workforce actions. The senior manager will drive people strategies that enable business performance, organizational effectiveness, and sustainable growth by combining strong business acumen, employee relations expertise, talent insight, workforce analytics, and change leadership.

The Senior Manager, People Partner is accountable for strategic people partnership, employee relations, workplace investigations, workforce planning, organizational consulting, organizational effectiveness, and practical People Operations support. The role works cross-functionally with Employee Experience, Recruiting, Talent Management, Total Rewards, People Operations, and other People team functions to deliver coordinated solutions that strengthen organizational health, leadership capability, and employee experience.

• Build trusted relationships with leaders and develop a deep understanding of business strategy, organizational dynamics, workforce needs, and the risks and opportunities that may affect performance.
• Lead consultative workforce and organizational effectiveness work that connects business priorities to practical people strategies, operating-model choices, and measurable outcomes.
• Influence annual and multi-year business planning by translating organizational priorities into workforce strategies, leadership actions, and change plans.
• Advise leaders on organizational design, team structures, role clarity, spans of responsibility, and workforce changes, escalating enterprise-wide implications and tradeoffs as appropriate.
• Partner with leaders on workforce strategy, headcount planning, staffing priorities, employee transitions, and organizational changes, balancing business needs, employee experience, cost, risk, and execution capacity.
• Lead change strategy and adoption for significant growth, transformation, restructuring, and organizational change initiatives, ensuring leaders are aligned and employees understand the path forward.

• Serve as the business-facing talent advisor to leaders up to the VP level, helping them assess organizational capability, critical roles, talent risks, development priorities, and workforce implications.
• Partner with Talent Management on talent reviews, succession planning, and identification of high-potential and critical talent; bring business context and implementation discipline to the process.
• Identify capability gaps, retention risks, and development opportunities, quantify business implications where practical, and recommend integrated solutions with clear ownership and measures of success.
• Partner with Recruiting and business leaders to align hiring priorities and workforce plans with organizational needs;
  Recruiting retains responsibility for recruiting delivery and process leadership.
• Support effective onboarding and integration of new employees and leaders.

• Coach managers and senior leaders on performance management, employee development, feedback, documentation, accountability, and difficult workplace conversations, adapting the approach to the leader and business context.
• Strengthen manager capability by providing practical guidance, tools, and resources.
• Advise leaders on complex employee relations matters, including workplace conflict, performance concerns, policy interpretation, employee complaints, and situations with material legal, cultural, or organizational risk.
• Lead timely, fair, thorough, and well-documented workplace investigations, using sound judgment to determine when Legal or other specialized partners should be engaged.
• Partner with leaders and…