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

• 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 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.

Qualifications

• 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.

Skills

• Strong communication and interpersonal skills.
• Ability to manage multiple priorities and adapt to changing circumstances.
• Experience with HR software and tools.
• Knowledge of labor laws and regulations.
• Ability to analyze data and make informed decisions.

Benefits

• Competitive pay
• Annual bonus
• Stock options
• PTO and sick time
• Medical, dental, vision
• Perks including Classpass, commuter discounts, employee assistance program, and, of course, unlimited ice cream
• Employee development opportunities
• 16 free museum tickets per year for friends and family, with free entry for self
• 50% off retail products
• Ability to advance within the organization