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Brett Kruse

Organizational Design- China

Vice President Operations Services at Starbucks

Greater Seattle Area

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Brett Kruse's Email Addresses & Phone Numbers

Brett Kruse's Work Experience

Starbucks

Organizational Design- China

December 2012 to May 2013

Shanghai, China

Starbucks

Partner Resource (HR) Director- Global Strategy & Public Affairs

August 2016 to November 2017

Seattle

Starbucks

Director - Global Talent Planning

June 2015 to August 2016

Seattle, WA

Brett Kruse's Education

University of Washington

BA, Organizational Change- Business, Psychology, & Communications

1996 to 2000

About Brett Kruse's Current Company

Starbucks

Lead the organizational design to support China's 5 year growth strategy. Work with the Starbucks China Executive Team to build the needed organizational foundation to support the rapidly growing market. Functions to include: Store Operations, Store Development, Marketing and Category, Finance, Supply Chain, Partner Resources (HR), Research and Development, and Information Technology.

About Brett Kruse

📖 Summary

Organizational Design- China @ Starbucks Lead the organizational design to support China's 5 year growth strategy. Work with the Starbucks China Executive Team to build the needed organizational foundation to support the rapidly growing market. Functions to include: Store Operations, Store Development, Marketing and Category, Finance, Supply Chain, Partner Resources (HR), Research and Development, and Information Technology. From December 2012 to May 2013 (6 months) Shanghai, ChinaPartner Resource (HR) Director- Global Strategy & Public Affairs @ Starbucks Leading the HR team supporting our Global Strategy and Public Affairs organizations. The teams are responsible for our 5 year strategic plan, customer loyalty program, consumer insights, pricing, brand narrative and our social impact agenda (college achievement plan, opportunity youth, ethical sourcing, and public policy). Client consists of 3 Executive Vice Presidents, 5 Senior Vice Presidents and 12 Vice Presidents. Work efforts include: -Leadership Coaching-Organizational Design-Team Effectiveness-Succession Plans-Talent Development-Recruiting-Compensation-Investigations From August 2016 to November 2017 (1 year 4 months) SeattleDirector - Global Talent Planning @ Starbucks Focused on: >Succession Planning for Senior Leader Positions>Talent Planning Process and Systems >Talent Reviews for the Senior Leadership Team and Board of Directors>Identifying High Potential Leaders with Capability for Broader Responsibility>Talent Movement for Development and to Enhance Bench Strength From June 2015 to August 2016 (1 year 3 months) Seattle, WAOrganizational Development - Americas & Global Store Development @ Starbucks oStrategy. Leading a strategic HR initiative to restructure our labor model within our retail stores, which will positively impact over 25,000 employees directly and be a catalyst for business growth Significant revamp of all our retail training programs (content and modality)Up leveling employee capability and shifting talent management processes and systemsSiginificant cost implications which is offset by the growth in sales, reduction in waste, increased engagement and reduction of legal exposureoExecutive Facilitation. Facilitated multi-day executive sessions for a variety of purposes including, team visioning, business strategy, behavioral and legal issues, team and leadership developmentoOrganizational Design. Led multiple organizational design projects for a variety functions requiring significant contracting with senior leaders- most recently Global Operations From June 2013 to June 2015 (2 years 1 month) Organizational Development - Americas @ Starbucks oCross-Functional Collaborator. Drove and managed the critical test of Store Roles project with cross functional teams from Operations, US Testing, Labor, Learning, Insights, Compensation and IT oLeadership Coach & Team Development. Certified coach for leadership programs that focus on High Potential participants from the VP- Manager leveloExecutive Presentations. Collaborated with head of Talent Management and CHRO on enterprise talent presentations for executive leadership team and board of directors, and participated in executive succession planning meetings with CEO From August 2011 to November 2012 (1 year 4 months) Greater Seattle AreaOrganizational Development Manager - Global ERP Implementation @ Starbucks Lead the Change Management and Training effort for a global ERP implementation at Starbucks. The project team consists of 200 Starbucks / consultants and impacted 45,000+ end users within our stores and 2,000+ within our corporate offices. The hundreds of millions of dollars spent to implement this project will result in 500 new business processes for our retail, supply chain and finance teams while also introducing new or enhanced systems (including 38 Oracle modules). My specific role was focused on preparing the organization for the change. This was done through the direction of 25 audience leads that are aligned with our impacted business units. The change management tactics will ensure the business in prepared for and more importantly "own" the resulting change once the project is complete. My role also set the strategy and processes required to design, develop and delivery the 300+ training courses as we approached go-live.Training by the #s:• 6,457- Mappings of end users to courses • 279 – workshops • 2058 assessments • 92% - Avg assessment score • 19 – Training rooms • 74 training developers • 517 materials created• 3,887 hours of training development • 47 training facilitators• 14,853 – Hours of training received From September 2006 to July 2011 (4 years 11 months) Change Leadership & Learning- Manager @ Deloitte Consulting Traveled extensively to mange change & learning teams at client locations. Teams normally consisted of both Deloitte and client team members. The project durations lasted from 3 months to 2 years. The majority of the implementations were associated with a very large organizational change (system and business) and they needed consultants that had experience with such efforts. Consulted with the following clients:- Chevron Texaco - Immunex - Hewlett Packard- The Walt Disney Company- Sun Microsystems - hpshopping.com- Los Angeles Unified School District - Puget Sound Energy - Department of Natural Resources of California- Kaiser Permanente- AT&T Wireless- CloroxIn addition to my client service work at Deloitte, I supported the hiring and mentoring of new consultants (recruiting, interviewing, career development, mentoring, etc). From June 2000 to July 2006 (6 years 2 months) Vice President Operations Services @ Starbucks Leading the team of 70 leaders responsible for all programs impacting our retail partners (175,000 retail employees, 3.5M customers in our 9,000 stores). Teams Include: • Project Management Office – prioritization, sequencing and change management • Operational Excellence- Talent Progression, Role Clarity and Retail Tools• Partner Experience- Programs that align to HR, Public Affairs and Legal• Partner and Asset Protection- Field based team support the preemptive and reactive of customer safety incidents• Retail Fraud- Governance of retail processes and investigations From December 2017 to December 2019 (2 years 1 month) Greater Seattle Area


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Frequently Asked Questions about Brett Kruse

What company does Brett Kruse work for?

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What industry does Brett Kruse work in?

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Brett Kruse's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

2 year(s), 5 month(s)

Brett Kruse's Willingness to Change Jobs

Unlikely

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