Senior Human Resources Business Partner

Company Overview Museum of Ice Cream is an inclusive & immersive brand designed to captivate your sweetest fantasy and sugar-filled daydreams online and in real life. We invite you to believe in the magic of creativity, remind you that inclusive spaces exist, and show you that childlike wonder is worth savoring. Ice cream is the agent of change and the vehicle to ignite the creative spirit in all of us. Position Summary We are seeking an experienced Senior HR Business Partner to serve as the primary strategic partner to Operations leadership. The role supports organizational effectiveness, talent development, and workforce performance and works closely with the Director of People to implement workforce initiatives, including compensation frameworks, incentive models, performance systems, and leadership development programs. The focus is on leadership partnership, workforce insights, and adoption of people programs while partnering closely with HR Operations on employee relations governance. Note: Although listed under multiple locations, this role represents a single hire. Salary and Benefits Salary range: $135,000 - $155,000 USD, dependent on experience, plus an annual bonus and options. Benefits include competitive pay, annual bonus, stock options, PTO and sick time, medical/dental/vision insurance, perks such as ClassPass, commuter discounts, employee assistance program, unlimited ice cream, employee development opportunities, 16 free museum tickets per year for friends and family, 50% off retail products, and opportunities for advancement. Key Responsibilities Supervisory Responsibilities: Manage direct reports, provide performance feedback, support development, and coach other positions within the department. Strategic HRBP Partnership: Partner with Operations leaders to identify people risks, talent gaps, staffing needs, manager capability issues, and organizational opportunities; transform business goals into people plans that support retention, engagement, performance, labor, guest experience, and growth; act as a trusted advisor 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. Workforce Strategy and Operations: Support workforce planning across sites, including role mix, staffing models, labor needs, leadership coverage, and opening readiness; partner on hourly workforce needs, site-level structure, manager capability, and scalable operating practices; identify gaps in staffing, scheduling, support, and management; build tools, templates, workflows, and operating rhythms; link people strategy to operational outcomes such as labor, retention, performance, and guest experience. Employee Relations and Manager Support: Provide guidance on employee relations matters, investigations, corrective action, performance concerns, terminations, and manager coaching; ensure fairness, consistency, documentation, urgency, and care; coach managers through difficult conversations; identify ER trends and recommend process or training interventions; partner with HR Ops and legal when escalation is required; build stronger manager capability across the business. Compensation, Performance, and Organizational Planning: Support compensation work, including market-based pay structures, job leveling, bonus frameworks; partner on performance review strategy, calibration, manager education, and follow-through; connect performance, role clarity, and compensation decisions; support organizational planning as the business scales into new markets and operating models; use data and trends to inform recommendations. People Systems, AI Workflow, and Integrations: Build the operating system for the People function across tools, workflows, data, and processes; identify and redesign manual or broken workflows; partner across HR Ops, TA, L&D, Operations, and cross-functional teams to improve system connectivity; lead AI workflow opportunities; translate needs into system requirements, dashboards, automation; partner with technical resources; ensure responsible AI and automation use with privacy and compliance; move from manual execution to system-led discipline. Project Leadership and Execution: Lead cross-functional projects from planning through execution; create clear project plans, timelines, owners, deliverables, risks, and follow-up; structure ambiguous work without overcomplicating; hold stakeholders accountable; advance quickly, ask better questions, and propel work forward with speed and agility; build scalable solutions. People Leadership and Team Development: Manage, coach, and develop at least one direct report; set clear expectations, priorities, timelines, and success measures; delegate thoughtfully while maintaining accountability; provide regular feedback, coaching, and development support; build confidence and capability in the direct report; model strong People leadership through clarity, consistency, urgency, and care. 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 and 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. 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. Location & Travel Hybrid role based in Los Angeles. 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. Benefits Competitive pay Annual bonus Stock options PTO and sick time Medical, dental, vision Perks including ClassPass, commuter discounts, employee assistance program, and 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 Equal Opportunity Statement Museum of Ice Cream is an equal‑opportunity employer. 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