MUSEUM OF ICE CREAM

Human Resources

• 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

Senior Human Resources Business Partner

Operations

• Portfolio leader who upholds best in class standards, processes and systems and develops portfolio level strategies to ensure an only at our award winning Museum of Ice Cream hospitality and connection experience
• Hold accountability, coach, lead, and develop GMs and managers to ensure a culture that embodies anything is popsicle and inclusivity
• Every day commitment to developing and leading a team that upholds the reputation, and brand integrity of MOIC
• Hold accountability to KPIs, track and iterate in order to drive a quality and constantly innovating experience
• Align and motivate your leaders to ensure revenue targets are met, sales goals achieved, new revenue streams can be added while optimizing labor hours, COGS and staffing levels
• You demand quality and excellence from direct reports and their reports
• Ensures labor and scheduling is executed to company expectations, practices and compliance and is achieved both in expected and unexpected business needs or turnover
• You are working shoulder to shoulder with the Site management team to develop necessary skills and work cross-functionally to provide the right resources to improve the quality of hospitality, F&B and overall experience.
• Ensuring peak holidays, weekends and peak seasons are optimized for staffing and hours to ensure revenue targets are met
• Developing execution of SOPs and solutions for Increasing off season low peak revenues
• Manage expenses and P&L of units
• Work with GMs to make sure systems and processes are being standardized and implemented consistently
• Liaise with Talent Acquisition and GMs to ensure hiring standards and process is improved and expectations are set
• Ensure standardization of onboarding for managers and employees at units and coordination with any HQ / HR involvement
• Overseeing the recruitment of a team of managers responsible for over 50 employees in each location and ensuring that every employee is meeting standards, being coached or developed.
• Ensuring training and quality control standards are put in place across all staff.
• Maintain operational best practices, creating and partnering with People team and HQ OPS team on creation of guidebooks and handbooks for existing and all new cities.
• Establishes quantitative and qualitative metrics, guidelines, and standards by which the company's efficiency and effectiveness can be evaluated; identifies opportunities for improvement.
• Implements policies and procedures that will improve day-to-day operations.
• Communicates and explains new directives, policies, or procedures to managers; for major changes, meets with entire operations staff to explain changes, answer questions, and maintain morale.
• Improves customer service and satisfaction through policy and procedural changes.
• Leads coordination and integration of efforts among operations and cross-functional divisions to produce smoother workflow and more cost-effective business processes.
• Strong understanding of food and beverage operations to ensure excellence in standards in taste, visuals and health are achieved
• Works directly with on-site management to ensure that day-to-day food and beverage operations are met and kept to MOIC standards
• Monitor cost of goods and services, including but not limited to food, beverages and supply costs as well as labor to make sure budgets are always maintained
• Ensures site teams have proper training on all equipment (cleaning, breakdown, set up, warranties)
• Oversees all equipment purchases as well as training on equipment usage and maintenance

Senior Human Resources Business Partner

Director of Operations