HR Business Partner

Meow Wolf•Las Vegas, NV

16d•Onsite

About The Position

Partners with exhibition/site leadership to execute HR strategies that strengthen talent, culture, and operational performance. Acts as a trusted advisor and hands-on practitioner across employee relations, talent acquisition, development, and HR programs to create a positive, productive workplace.

Requirements

5+ years in an HR Business Partner or comparable HR role supporting operational teams.
3+ years managing complex employee relations cases and conducting investigations.
Experience with union workforces.
Experience supporting 100+ employees, ideally in a stand-alone/site HR capacity.
Working knowledge of leave administration and ADA interactive processes.
Demonstrated success partnering with leaders to drive performance, development, and change.
Excellent communication (written, verbal, presentation) and stakeholder management skills.
Strong judgment, confidentiality, and problem-solving; organized and detail-oriented.
Proficiency with HRIS and collaboration tools (e.g., Workday; Google/Microsoft suites; recruiting platforms).
Willingness to work a flexible schedule, including occasional nights, weekends, and holidays during peak operations.

Nice To Haves

HR certification; experience in hospitality, attractions, or themed entertainment.

Responsibilities

Serve as a trusted advisor to site leadership; provide coaching on performance, feedback, and org effectiveness.
Lead employee relations: conduct objective investigations, ensure timely follow-up and documentation, and uphold non-retaliation.
Drive engagement: improve relationships, morale, productivity, and retention through data-informed actions.
Own non-exempt recruiting within the site/line of business; partner with corporate recruiting on exempt roles.
Provide HR policy guidance and location-specific interpretation; ensure consistent, compliant application.
Support union matters (where applicable): interpret and implement the collective bargaining agreement for bargaining-unit employees.
Plan and deliver on-site HR programming: new-hire orientation, HR trainings, outreach activities.
Partner with HR Centers of Excellence (Comp, Benefits, L&OD, Payroll) to resolve employee inquiries and implement programs.
Lead/represent the site in HR programs: performance reviews, merit/spot bonuses, step progression, DEI programming, and career pathing.
Ensure compliance with federal, state, and local employment laws and EHS/OSHA requirements.
Maintain a strong connection to frontline teams (e.g., job shadowing, floor walks, manager-on-duty rotations).
Manage on-site HR support staff; build efficient processes and service levels aligned to peak operations.
Track and report HR metrics; recommend continuous improvements to meet business goals.