Senior Human Resources Business Partner

MUSEUM OF ICE CREAM

Senior HR Business Partner supporting talent development and organizational performance at Museum of Ice Cream. Collaborating closely with Operations leadership to implement workforce initiatives.

Posted 5/28/2026full-timeLos Angeles • California • 🇺🇸 United StatesSenior💰 $135,000 - $155,000 per yearWebsite

About the role

Key responsibilities & impact

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

Requirements

What you’ll need

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 with the 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.
Work Location & Travel Expectations: Hybrid role based in Los Angeles. Position 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

Comp & perks

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

ATS Keywords

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Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

employee relationsmanager coachingperformance managementorganizational effectivenesslabor planningcompensation strategyworkforce analyticsworkflow improvementprocess scalingdata-driven decision-making

Soft Skills

emotional intelligenceinfluenceorganizationexecution orientationcuriosityresilienceaccountabilitycommunicationrelationship buildingproblem-solving

Certifications

Bachelor's degreeMBA or advanced business-related degree