Senior Human Resources Business Partner
About the role
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.
Responsibilities
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.
Help leaders move from reactive people management to proactive workforce planning.
Bring a business-first and people-centered lens to decision-making.
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.
Connect people strategy to operational outcomes, including labor, retention, performance, and guest experience.
Provide oversight and guidance on employee relations matters, investigations, corrective action, performance concerns, terminations, and manager coaching.
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.
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.
Support organizational planning as the business scales into new markets and operating models.
Use people data, business context, and operational trends to inform recommendations.
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.
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.
Lead cross-functional People projects from planning through execution.
Create clear project plans, timelines, owners, deliverables, risks, and follow-up structures.
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.
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.
Model strong People leadership through clarity, consistency, urgency, and care.
Qualifications
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.
Skills
Employee relations
Manager coaching
Performance management
Organizational effectiveness
Workforce planning
Compensation strategy
Labor planning
Data-driven decision-making
HR systems and tools
AI and automation
Benefits
Competitive pay
Annual bonus
Stock options
Paid time off and sick leave
Medical, dental, and vision insurance
Classpass perks
Commuter discounts
Employee assistance program
Unlimited ice cream
Employee development opportunities
Free museum tickets for friends and family
Pay
The salary range for this role is $135,000 - $155,000 USD, dependent on experience, as well as an annual bonus and options.
Schedule
This role is a hybrid role based in Los Angeles. 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.
Location
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.