Sr. People Business Partner (HRBP)

Senior People Business Partner sweetgreen is on a mission to build healthier communities by connecting people to real food. We passionately believe that real food should be convenient and accessible to everyone. Every day in each sweetgreen restaurant, our 5,000+ team members make food from scratch, using fresh ingredients and produce delivered that morning. And in our local communities, we’re committed to leaving people better than we found them. We’re in the business of feeding people, and we’re out to change what that means. Our people are our most valuable ingredient — the heart of our company, the face of our brand, and what truly makes the sweetgreen experience special and unique. The Senior People Business Partner is a key strategic leader on the People Team, serving as a trusted advisor and thought partner to senior Operations leadership. This role drives the development and execution of people strategies that directly support sweetgreen’s growth, partnering seamlessly with Centers of Excellence to build the future of our organization. This is not a “support” seat; it’s a leadership seat. We are looking for a senior people leader who can think enterprise-first, influence at the VP level, and drive meaningful outcomes across complex, multi-layered organizations. This leader will bring a sharp consultative approach, a data-driven mindset, and the instincts to know when to push, when to coach, and when to escalate. They’ll champion an inclusive culture, lead through ambiguity, and elevate the capability of every leader they touch. Our mission as a People Team is to obsess over the employee experience to enable sweetgreen employees to do the best work of their lives. What You’ll Own (Essential Functions of the Role) Own and lead workforce planning strategies across multiple levels of Operations leadership, translating business priorities into actionable people plans Serve as a strategic advisor to senior leaders (Director through VP level), proactively identifying organizational risks and opportunities before they become problems Drive people analytics and storytelling, using data to surface insights, shape strategy, and influence decisions at the executive level Lead talent management processes including succession planning, calibration, and high-potential identification; build and maintain a strong internal bench Partner with Talent Acquisition and Operations leadership to design and execute a staffing strategy that scales with the business Lead complex, high-stakes employee relations investigations end-to-end — from intake through resolution, and provide clear, defensible recommendations Serve as a key partner on employment litigation, labor investigations, and regulatory matters, working cross-functionally with Legal Translate business insights and trend analysis into retention and engagement strategies with measurable impact Coach and develop leaders at all levels on building inclusive, high-performing teams — going beyond the moment ...