Senior Human Resources Business Partner

Who We Are: Museum of Ice Cream is an inclusive & immersive brand, designed to captivate your sweetest fantasy and sugar-filled daydreams online and IRL. At Museum of Ice Cream, we invite you to believe in the magic of creativity, to remind you that inclusive spaces do exist, and to show you that childlike wonder is worth savoring. In our world, ice cream is the agent of change and the vehicle to ignite the creative spirit that lives in all of us. Fueled by the power of imagination, MOIC is a universe of possibilities with tons of room for you to explore. Who You Are: Museum of Ice Cream is seeking an experienced Senior HR Business Partner to serve as the primary strategic partner to Operations leadership, supporting organizational effectiveness, talent development, and workforce performance. This role works closely with the Director of People to implement workforce initiatives, including compensation frameworks, incentive models, performance systems, and leadership development programs. The role focuses on leadership partnership, workforce insights, and adoption of people programs while partnering closely with HR Operations on employee relations governance. Your Day-to-Day Supervisory Responsibilities This position will have direct supervisory responsibilities, including managing direct reports, providing performance feedback, supporting development, and serving as a coach and mentor to other positions within the department Strategic HRBP Partnership Partner directly with Operations leaders to identify people risks, talent gaps, staffing needs, manager capability issues, and organizational opportunitiesTranslate business goals into clear people plans that support retention, engagement, performance, labor, guest experience, and growthServe as a trusted advisor to site leaders during moments of complexity, urgency, or changeHelp leaders move from reactive people management to proactive workforce planningBring a business-first and people-centered lens to decision-making Workforce Strategy and Operations Support workforce planning across sites, including role mix, staffing models, labor needs, leadership coverage, and opening readinessPartner with Operations on hourly workforce needs, site-level structure, manager capability, and scalable operating practicesIdentify gaps in how the business is staffed, scheduled, supported, and managedBuild tools, templates, workflows, and operating rhythms that improve consistency across locationsHelp connect people strategy to operational outcomes, including labor, retention, performance, and guest experience Employee Relations and Manager Support Provide oversight and guidance on employee relations matters, investigations, corrective action, performance concerns, terminations, and manager coachingEnsure employee relations work is handled with fairness, consistency, documentation, urgency, and careCoach managers through difficult conversations, accountability issues, and performance concernsIdentify ER trends and recommend process, training, or leadership interventionsPartner with HR Ops and legal when matters require escalationHelp build stronger manager capability across the business Compensation, Performance, And Organizational Planning Support compensation work, including market-based pay structures, job leveling, bonus frameworks, role clarity, and job architecturePartner on performance review strategy, calibration, manager education, and follow-throughHelp connect performance, expectations, role clarity, and compensation decisionsSupport organizational planning as the business scales into new markets and operating modelsUse people data, business context, and operational trends to inform recommendations People Systems, AI Workflow, and Integrations Help build the operating system for the People function across tools, workflows, data, and processesIdentify manual, duplicative, or broken People Team workflows and redesign them for scalePartner across HR Ops, TA, L&D, Operations, and cross-functional teams to improve how systems connect and support the employee lifecycleLead AI workflow opportunities across People processes, including onboarding, employee relations tracking, performance management, reporting, documentation, and manager enablementTranslate People Team needs into system requirements, dashboards, automation opportunities, and process improvementsPartner with internal or external technical resources to scope integrations, workflow tools, and automation needsEnsure AI and automation are used responsibly, with appropriate review, privacy, compliance, and human oversightHelp move the People Team from manual execution to system-led operating discipline Project Leadership and Execution Lead cross-functional People projects from planning through executionCreate clear project plans, timelines, owners, deliverables, risks, and follow-up structuresBring structure to ambiguous work without overcomplicating itHold stakeholders accountable while maintaining strong relationshipsMove quickly, ask better questions, and push work forward with speed and agilityBuild scalable solutions instead of one-off fixes People Leadership and Team Development Manage, coach, and develop at least one direct report within the People functionSet clear expectations, priorities, timelines, and success measuresDelegate thoughtfully while maintaining accountability for quality and outcomesCreate visibility, structure, and follow-through across the direct report's body of workProvide regular feedback, coaching, and development supportBuild confidence and capability in their direct report instead of becoming the bottleneckModel strong People leadership through clarity, consistency, urgency, and care The salary range for this role is $145,000 - $160,000 USD, dependent on experience, as well as an annual bonus and options. Please note: While this role is in multiple markets, we are only seeking one Senior HRBP. This person must be located in either Chicago, Las Vegas, or Los Angeles Requirements Background Requirements 10+ years of progressive HRBP or People Operations experience, preferably in hospitality, retail, restaurant, entertainment, or multi-unit operational environmentsBachelor's degree required; MBA or advanced business-related degree preferredBilingual English/Spanish strongly preferredProven experience in employee relations, manager coaching, performance management, and organizational effectivenessStrong operational and business acumen with exposure to labor planning, compensation strategy, workforce analytics, and cross-functional partnershipSystems-minded operator with experience improving workflows, scaling processes, and driving organizational efficiencyComfortable working with HR systems, dashboards, AI tools, automation platforms, and data-driven decision-makingHigh emotional intelligence with the ability to influence both frontline teams and senior leadershipHighly organized, execution-oriented, and capable of managing multiple priorities in fast-paced environmentsCurious, grounded, resilient, and willing to challenge assumptions in pursuit of better business and people outcomes Physical Requirements: Prolonged periods of sitting at a desk and working on a computerMust be able to lift 15 pounds at timesMust be able to access and navigate each department at the organization's facilities Work Location & Travel Expectations: Hybrid role based in Los Angeles, Chicago or Las Vegas. Position requires approximately 65% onsite presence at the LA office and MOIC LA site, with up to 35% remote flexibility. Must be comfortable traveling 25-40% as needed and maintaining flexible working hours across multiple U.S. time zones, including regular support of Central Standard Time business operations. Benefits The Good Stuff: Competitive payAnnual bonus Stock optionsPTO and sick timeMedical, dental, visionPerks including Classpass, commuter discounts, employee assistance program, and, of course, unlimited ice cream Employee development opportunities16 free museum tickets per year for friends and family, with free entry for self 50% off retail products Ability to advance within the organization Museum of Ice Cream is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by applicable federal, state, or local law