Senior Human Resources Business Partner

Senior HR Business PartnerMuseum 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.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-DaySupervisory ResponsibilitiesThis 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 PartnershipPartner 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-makingWorkforce Strategy and OperationsSupport 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 experienceEmployee Relations and Manager SupportProvide 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 businessCompensation, Performance, and Organizational PlanningSupport 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 recommendationsPeople Systems, AI Workflow, and IntegrationsHelp 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 disciplineProject Leadership and ExecutionLead 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 fixesPeople Leadership and Team DevelopmentManage, 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 careThe 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.