Senior Human Resources Business Partner

Senior HR Business Partner

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.

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-Day

• 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.

• 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
• 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
• Help 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
• 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

• 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

• 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

• 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

• 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

The salary range for this role is $135,000 - $155,000 USD, dependent on experience, as well as an annual bonus and options.

Note: Although this role is listed under multiple locations, it represents a single hire.