Senior Human Resources Business Partner

Senior HR Business PartnerMuseum 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 will include: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.Partnering directly with Operations leaders to identify people risks, talent gaps, staffing needs, manager capability issues, and organizational opportunities.Translating business goals into clear people plans that support retention, engagement, performance, labor, guest experience, and growth.Serving as a trusted advisor to site leaders during moments of complexity, urgency, or change.Helping leaders move from reactive people management to proactive workforce planning.Bringing a business-first and people-centered lens to decision-making.Supporting workforce planning across sites, including role mix, staffing models, labor needs, leadership coverage, and opening readiness.Partnering with Operations on hourly workforce needs, site-level structure, manager capability, and scalable operating practices.Identifying gaps in how the business is staffed, scheduled, supported, and managed.Building tools, templates, workflows, and operating rhythms that improve consistency across locations.Helping connect people strategy to operational outcomes, including labor, retention, performance, and guest experience.Providing oversight and guidance on employee relations matters, investigations, corrective action, performance concerns, terminations, and manager coaching.Ensuring employee relations work is handled with fairness, consistency, documentation, urgency, and care.Coaching managers through difficult conversations, accountability issues, and performance concerns.Identifying ER trends and recommending process, training, or leadership interventions.Partnering with HR Ops and legal when matters require escalation.Helping build stronger manager capability across the business.Supporting compensation work, including market-based pay structures, job leveling, bonus frameworks, role clarity, and job architecture.Partnering on performance review strategy, calibration, manager education, and follow-through.Helping connect performance, expectations, role clarity, and compensation decisions.Supporting organizational planning as the business scales into new markets and operating models.Using people data, business context, and operational trends to inform recommendations.Helping build the operating system for the People function across tools, workflows, data, and processes.Identifying manual, duplicative, or broken People Team workflows and redesigning them for scale.Partnering across HR Ops, TA, L&D, Operations, and cross-functional teams to improve how systems connect and support the employee lifecycle.Leading AI workflow opportunities across People processes, including onboarding, employee relations tracking, performance management, reporting, documentation, and manager enablement.Translating People Team needs into system requirements, dashboards, automation opportunities, and process improvements.Partnering with internal or external technical resources to scope integrations, workflow tools, and automation needs.Ensuring AI and automation are used responsibly, with appropriate review, privacy, compliance, and human oversight.Helping move the People Team from manual execution to system-led operating discipline.Leading cross-functional People projects from planning through execution.Creating clear project plans, timelines, owners, deliverables, risks, and follow-up structures.Bringing structure to ambiguous work without overcomplicating it.Holding stakeholders accountable while maintaining strong relationships.Moving quickly, asking better questions, and pushing work forward with speed and agility.Building scalable solutions instead of one-off fixes.Managing, coaching, and developing at least one direct report within the People function.Setting clear expectations, priorities, timelines, and success measures.Delegating thoughtfully while maintaining accountability for quality and outcomes.Creating visibility, structure, and follow-through across the direct report's body of work.Providing regular feedback, coaching, and development support.Building confidence and capability in their direct report instead of becoming the bottleneck.Modeling strong People leadership through clarity, consistency, urgency, and care.The salary range for this role is $145,000 - $160,000 USD, dependent on experience, as well as an annual bonus and options.