Senior Human Resources Business Partner

We need to output HTML fragment with sections: About the role? Actually we have "Who We Are" and "Who You Are". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include. The posting includes: Who We Are (company description), Who You Are (role description), then sections: Your Day-to-Day Supervisory Responsibilities, Strategic HRBP Partnership, Workforce Strategy and Operations, Employee Relations and Manager Support, Compensation, Performance, And Organizational Planning, People Systems, AI Workflow, and Integrations, Project Leadership and Execution, People Leadership and Team Development, then salary range, location, requirements, benefits. We need to map to allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can combine content accordingly. We must not repeat job title. We can include "About the role" maybe summarizing Who You Are and description. "Responsibilities" can include the detailed duties (Your Day-to-Day Supervisory Responsibilities, Strategic HRBP Partnership, etc). "Requirements" can include the Requirements section (background requirements). "Qualifications" maybe similar to Requirements but we can choose one. "Skills" maybe not needed. "Benefits" we have Benefits section. "Pay" we have salary range. "Schedule" we have work location & travel expectations (hybrid, onsite %, travel %). That could be schedule. We must not create sections with placeholder text. All have real content. We need to output HTML fragment with

  headings and appropriate

  or

  • . We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like bullet points. We need to convert paragraphs into

    . For lists, use

    • . We need to remove boilerplate: EEO statement at end should be removed. Also "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" is location info, we can include in Schedule or maybe a separate note but we can embed in Schedule section. Also "Physical Requirements:" etc we need to keep? It's substantive. Should we include under Requirements or maybe a separate section? There's no heading for Physical Requirements; we could include under Requirements as a list. We need to avoid duplication. Let's extract content. Who We Are: description paragraph. Who You Are: description of role. We can combine into About the role: maybe two paragraphs. Responsibilities: list of duties from sections: Your Day-to-Day Supervisory Responsibilities, Strategic HRBP Partnership, Workforce Strategy and Operations, Employee Relations and Manager Support, Compensation, Performance, And Organizational Planning, People Systems, AI Workflow, and Integrations, Project Leadership and Execution, People Leadership and Team Development. We need to keep each bullet as list items. Requirements: list from "Background Requirements" bullet points. Qualifications: maybe we can include education etc but we already have in Requirements. Could skip Qualifications to avoid thin sections. But we need to include at least some sections; we can include Requirements and maybe Qualifications as same? Better to have Requirements and Qualifications separate if we have content. Qualifications could include "Bachelor's degree required; MBA or advanced business-related degree preferred; Bilingual English/Spanish strongly preferred" etc. But those are in Requirements. We could split: Requirements: experience, operational acumen, etc. Qualifications: education, language, etc. But we need to avoid duplication. Let's keep Requirements as the list of bullet points (including education, bilingual, etc). Then we can omit Qualifications. Skills: maybe not needed. Benefits: list from Benefits section. Pay: salary range. Schedule: work location & travel expectations, hybrid, onsite %, remote %, travel %, time zones. We also have Physical Requirements: we could include under Requirements as a sublist or separate section? There's no heading for Physical Requirements; we could add a

      under Requirements or maybe a separate section "Physical Requirements" but not allowed headings list. So we incorporate into Requirements as a paragraph. We must not include EEO statement. Now craft HTML. We'll start with

      About the role

      then

      combine Who We Are and Who You Are. 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." We can combine into one or two paragraphs. Next Responsibilities:

      Responsibilities

      then
      with list items for each duty. We need to extract each duty from the sections. Let's list them: From "Your Day-to-Day Supervisory Responsibilities": - managing direct reports - providing performance feedback - supporting development - serving as a coach and mentor to other positions within the department From "Strategic HRBP Partnership": - Partner directly with Operations leaders to identify people risks, talent gaps, staffing needs, manager capability issues, and organizational opportunities - Translate business goals into clear people plans that support retention, engagement, performance, labor, guest experience, and growth - Serve as a trusted advisor to site leaders during moments of complexity, urgency, or change - Help leaders move from reactive people management to proactive workforce planning - Bring a business-first and people-centered lens to decision-making From "Workforce Strategy and Operations": - Support workforce planning across sites, including role mix, staffing models, labor needs, leadership coverage, and opening readiness - Partner with Operations on hourly workforce needs, site-level structure, manager capability, and scalable operating practices - Identify gaps in how the business is staffed, scheduled, supported, and managed - Build tools, templates, workflows, and operating rhythms that improve consistency across locations - Help connect people strategy to operational outcomes, including labor, retention, performance, and guest experience From "Employee Relations and Manager Support": - Provide oversight and guidance on employee relations matters, investigations, corrective action, performance concerns, terminations, and manager coaching - Ensure employee relations work is handled with fairness, consistency, documentation, urgency, and care - Coach managers through difficult conversations, accountability issues, and performance concerns - Identify ER trends and recommend process, training, or leadership interventions - Partner with HR Ops and legal when matters require escalation - Help build stronger manager capability across the business From "Compensation, Performance, And Organizational Planning": - Support compensation work, including market-based pay structures, job leveling, bonus frameworks, role clarity, and job architecture - Partner on performance review strategy, calibration, manager education, and follow-through - Help connect performance, expectations, role clarity, and compensation decisions - Support organizational planning as the business scales into new markets and operating models - Use people data, business context, and operational trends to inform recommendations From "People Systems, AI Workflow, and Integrations": - Help build the operating system for the People function across tools, workflows, data, and processes - Identify manual, duplicative, or broken People Team workflows and redesign them for scale - Partner across HR Ops, TA, L&D, Operations, and cross-functional teams to improve how systems connect and support the employee lifecycle - Lead AI workflow opportunities across People processes, including onboarding, employee relations tracking, performance management, reporting, documentation, and manager enablement - Translate People Team needs into system requirements, dashboards, automation opportunities, and process improvements - Partner with internal or external technical resources to scope integrations, workflow tools, and automation needs - Ensure AI and automation are used responsibly, with appropriate review, privacy, compliance, and human oversight - Help move the People Team from manual execution to system-led operating discipline From "Project Leadership and Execution": - Lead cross-functional People projects from planning through execution - Create clear project plans, timelines, owners, deliverables, risks, and follow-up structures - Bring structure to ambiguous work without overcomplicating it - Hold stakeholders accountable while maintaining strong relationships - Move quickly, ask better questions, and push work forward with speed and agility - Build scalable solutions instead of one-off fixes From "People Leadership and Team Development": - Manage, coach, and develop at least one direct report within the People function - Set clear expectations, priorities, timelines, and success measures - Delegate thoughtfully while maintaining accountability for quality and outcomes - Create visibility, structure, and follow-through across the direct report's body of work - Provide regular feedback, coaching, and development support - Build confidence and capability in their direct report instead of becoming the bottleneck - Model strong People leadership through clarity, consistency, urgency, and care We'll put each as
      • . Next Requirements:

        Requirements

        then
        with bullet points from "Background Requirements": - 10+ years of progressive HRBP or People Operations experience, preferably in hospitality, retail, restaurant, entertainment, or multi-unit operational environments - Bachelor's degree required; MBA or advanced business-related degree preferred - Bilingual English/Spanish strongly preferred - Proven experience in employee relations, manager coaching, performance management, and organizational effectiveness - Strong operational and business acumen with exposure to labor planning, compensation strategy, workforce analytics, and cross-functional partnership - Systems-minded operator with experience improving workflows, scaling processes, and driving organizational efficiency - Comfortable working with HR systems, dashboards, AI tools, automation platforms, and data-driven decision-making - High emotional intelligence with the ability to influence both frontline teams and senior leadership - Highly organized, execution-oriented, and capable of managing multiple priorities in fast-paced environments - Curious, grounded, resilient, and willing to challenge assumptions in pursuit of better business and people outcomes Also Physical Requirements: we can add as

        under Requirements or separate list. Let's add as a

        after the list: "Physical Requirements: Prolonged periods of sitting at a desk and working on a computer; must be able to lift 15 pounds at times; must be able to access and navigate each department at the organization's facilities." Next Benefits:

        Benefits

        then <