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 entering its next phase of growth. As we expand into new markets across the U.S., we need stronger people systems that help our managers lead teams with clarity, consistency, accountability, and care. The Senior Manager, HR Business Partner will support our U.S. museum teams and help build the people partnership infrastructure required for a growing, multi-site, guest-facing business. This role will own the systems that connect employee relations, performance management, manager coaching, workforce planning, and people insights back to the business. This is a hands‑on role for someone who can get in the trenches with site leaders while building scalable tools, training, reporting, and frameworks. The immediate priority is to move MOIC from reactive employee relations support to a more proactive model where managers are trained, equipped, and accountable for people management. This leader will build the employee relations framework, strengthen performance management practices, train managers on employment practices and risk, facilitate calibration and development planning, and create reporting that helps the business understand people trends across sites. Over time, this role will help build a team and operating model where most employee relations matters can be handled at the right level, with clear escalation paths, strong documentation, and HRBP oversight on complex or high‑risk matters Your Day-to-Day People Partnership and Workforce Support Serve as the HR Business Partner for MOIC’s U.S. museum teams, partnering with Operations, General Managers, site leaders, and Support Team leaders. Stay close to the realities of a multi-site, guest‑facing, hourly workforce and translate those realities into practical people recommendations. Partner with leaders on workforce planning, team structure, role clarity, manager capability, performance trends, and employee experience. Support the Director of People and Culture on compensation, workforce planning, organizational effectiveness, and other people projects when connected to site performance, people risk, manager capability, or workforce trends. Identify recurring people challenges across sites and bring forward recommendations, tools, or process improvements that help the business scale. Employee Relations Framework and Team Development Develop, operationalize, and scale MOIC’s employee relations framework across U.S. museums. Provide oversight, coaching, and development to the employee relations support team so routine ER matters are handled consistently, confidently, and at the right level. Establish clear ER intake, case ownership, documentation standards, investigation protocols, escalation pathways, corrective action review, and termination review processes. Provide guidance on complex employee relations matters, including workplace concerns, conduct issues, performance concerns, complaints, investigations, and manager escalations. Create practical decision guides, tools, and templates that help managers and People Team members understand when to handle, elevate, or seek additional review. Partner with Legal and People Operations on sensitive or high‑risk matters. Manager Capability, Training, and Employment Practices Develop and facilitate manager training focused on people management, employee relations, documentation, feedback, corrective action, performance conversations, accommodations awareness, escalation, and employment practices. Build manager toolkits, talk tracks, guides, workshops, office hours, and field‑based learning moments that help managers lead with more consistency and confidence. Translate multi‑state employment law, policy expectations, and risk considerations into practical guidance for managers. Create repeatable training packages for manager onboarding, new market openings, performance cycles, and recurring leadership development moments. Measure the effectiveness of manager training through feedback, participation, adoption, documentation quality, ER trends, performance outcomes, and manager behavior change. Partner with Operations to ensure manager training is grounded in the realities of museum operations, hourly teams, guest experience, scheduling, and site leadership. Performance Management and Development Planning Own the performance management operating rhythm, including timelines, manager preparation, documentation, calibration, follow‑up, and process improvement. Facilitate performance review and calibration discussions to improve consistency, accountability, and fairness across teams. Partner with managers on performance concerns, coaching plans, corrective action, PIPs, and follow‑up expectations. Build an Individual Development Plan framework that helps managers translate performance feedback into clear development actions. Support the first version of MOIC’s talent review and nine‑box process in partnership with the Director of People and Culture. Use performance, ER, and manager feedback trends to identify where additional training, coaching, workforce development, or leadership support is needed. People Systems, Insights, and AI Enablement Develop the systems, tools, dashboards, and workflows needed to make employee relations, performance management, manager coaching, and development planning more consistent and scalable. Partner with People Operations to ensure ER and performance data is captured accurately and used to identify trends, risks, and business insights. Build reporting that shows patterns by site, leader, issue type, risk level, turnaround time, documentation quality, performance outcomes, and recurring manager capability gaps. Use technology, automation, and AI responsibly to improve case tracking, documentation support, manager resources, training materials, trend analysis, and follow‑up workflows. Translate people data into recommendations for manager training, site support, workforce planning, performance management, and employee experience improvements. Cross‑Functional Partnership Partner with People Operations on clear handoffs across HRIS, payroll, benefits, accommodations, leaves, timekeeping, policy administration, employee questions, and employee records. Partner with the Talent team on onboarding, hiring manager readiness, internal mobility, competency‑based hiring, workforce pipeline needs, and manager capability trends. Partner with Employee Experience and Culture on engagement insights, employee listening, communication needs, and culture moments connected to manager effectiveness or employee experience. Partner with Operations, General Managers, and site leaders to understand site realities and ensure people practices work in the day‑to‑day rhythm of the museums. Travel to U.S. museums as needed to facilitate manager training, support complex employee relations matters, and stay close to the business. How We’ll Measure Success Employee relations cases have clear ownership, stronger documentation, and faster resolution. Track, interpret, and proactively surface ER trends with recommendations. Interpret VOE/eNPS, employee listening, ER, performance, turnover, and manager feedback data to identify site‑level risks, manager capability gaps, and recommended actions. Managers show measurable growth in coaching, documentation, feedback, corrective action, escalation, and performance conversations. Manager training is built, facilitated, measured, and improved based on adoption, feedback, ER trends, and performance outcomes. Performance reviews and calibrations are completed with stronger manager preparation, clearer documentation, and more consistent outcomes. Individual Development Plans are introduced and used to turn feedback into action. People insights are connected to business priorities, including site performance, turnover, manager capability, workforce needs, and employee experience. AI, automation, and reporting tools improve visibility, reduce manual work, and help the People Team scale. The People Team becomes less reactive because this role identifies patterns, brings forward solutions, and builds repeatable tools, training, and frameworks. The salary range for this role is $140,000 - $155,000 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 Los Angeles or Las Vegas. Background Requirements 8 + years of progressive HR experience, with strong HR Business Partner experience in a multi-site or operations-heavy environment. Strong employee relations judgment, including investigations, corrective action, performance concerns, workplace complaints, and terminations. Experience building ER processes, documentation standards, escalation paths, case tracking, and manager guidance. Experience facilitating manager training on people management, documentation, feedback, performance conversations, employment practices, and risk. Strong understanding of multi‑state employment laws and the ability to translate requirements into practical manager guidance. Experience supporting performance management, calibration, development planning, and manager follow‑up. Strong business acumen with the ability to connect people trends to site performance, turnover, manager capability, and employee experience. Comfort using data, systems, reporting, automation, and AI to improve HR workflows, visibility, and decision‑making. Ability to build practical tools, training, workflows, and frameworks from the ground up. Balanced judgment that is human, fair, practical, business‑minded, and risk-aware. Bonus Points Experience supporting hourly, guest‑facing, or field‑based teams. Experience in hospitality, attractions, retail, restaurants, entertainment, healthcare, manufacturing, or other high‑volume service environments. Experience supporting high‑growth, founder‑led, or scaling businesses. Experience building manager training, ER toolkits, dashboards, case workflows, or performance management resources. Experience supporting new market openings or scaling people practices across multiple sites. 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. Work Location & Travel Expectations: Hybrid role based in Los Angeles or Las Vegas. Position requires approximately 65% onsite presence at the LA office and MOIC LA site. 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. The Good Stuff: 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 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 #J-18808-Ljbffr Museum of Ice Cream