Human Resources Business Partner (HRBP)

Sky Zone•Olympia, WA

30d•$90 - $100•Remote

About The Position

At Sky Zone, our mission is to enrich lives through the power of boundless play – whether that’s on the trampoline court, behind the scenes, or at the corporate level. We believe play fuels confidence, connection, and joy, and we’re proud to create experiences that reflect that purpose in everything we do. As the leader in active indoor entertainment, we host unforgettable birthdays, team events, and school parties across the country. Backed by our parent company, CircusTrix, and recognized as a top franchise and growth brand, we continue to raise the bar for innovation and impact in the industry. Our culture is shaped by our core values: We Play Without Limits , Ignite Innovation , Grow Together , Fuel Joy , and Serve Big, Give Bigger . Whether in a park or a boardroom, these values guide how we lead, collaborate, and show up for each other and for the communities we serve. You’re an experienced and dynamic HR professional who thrives on partnership, performance, and impact. You balance strategic vision with hands-on execution, using your HR expertise to shape culture, develop leaders, and strengthen teams. You’re a trusted advisor who leads with empathy and courage – someone who sees the potential in people and knows how to unlock it. As the bridge between strategy and execution, you keep Sky Zone’s people and culture at the center of every business decision. You help elevate leaders, strengthen teams, and create consistency across our parks – delivering an employee experience that mirrors the joy and energy our guests feel every day. Here’s how you’ll make that impact:

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
5+ years progressive HR experience, including at least 3 years supporting multi-unit or field-based operations.
Proven ability to influence leaders and drive change across dispersed teams.
Strong knowledge of employment law and best practices across multiple states.
Demonstrated success in building leadership capability, driving engagement, and reducing turnover.
Ability to balance strategic thinking with hands-on execution in a fast-paced environment.
Willingness to travel regularly across assigned regions (up to 50-60%).
Demonstrates strategic HR expertise with the ability to align people strategies directly with business objectives.
Exercises strong judgment in employee relations and conflict resolution, effectively managing investigations, performance issues, and sensitive matters.
Leads organizational change with confidence, building buy-in and engagement among leaders and team members.
Forecasts workforce needs, builds succession pipelines, and ensures bench strength through proactive talent management.
Maintains deep knowledge of multi-state employment laws and regulations to ensure compliance and consistency across all locations.
Interprets HR metrics, KPIs, and people analytics to inform decisions and drive measurable outcomes.
Aligns HR practices with operational priorities, connecting people strategy to revenue growth, service excellence, productivity, and profitability.
Able to remain stationary for computer-based work and frequent communication via phone and Teams, as well as move throughout parks during visits, with or without reasonable accommodation.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.

Responsibilities

Serving as a consultant and coach to multi-unit and field leaders, influencing people decisions that align with business goals.
Collaborating with leadership to build workforce plans that strengthen bench, ensure succession readiness, and promote talent mobility.
Partnering with HR COEs (Talent Acquisition, Payroll & Benefits, Compliance, HRIS) to deliver integrated, scalable solutions.
Tracking and analyzing key people metrics—turnover, retention, internal mobility, engagement, and investigation closure rates—to identify opportunities for improvement.
Using data to spot trends and driving continuous improvement against regional scorecard targets.
Connecting people strategies directly to financial and operational outcomes such as revenue growth, guest satisfaction, and cost efficiency.
Translating HR initiatives into measurable business results that demonstrate clear ROI on people programs.
Championing a culture of accountability, performance, and operational excellence across all assigned units.
Driving employee engagement by leveraging survey insights and field feedback to strengthen culture and reduce turnover.
Facilitating leadership development, career pathing, and coaching to build capability and confidence across the organization.
Providing proactive guidance on employee relations, performance management, and investigations, balancing risk with business priorities.
Ensuring full compliance with federal, state, and local employment laws across multiple jurisdictions.
Fostering equitable and consistent decision-making by partnering closely with leaders on employee matters.
Aligning workforce strategies with operational priorities by partnering with district and general managers to optimize staffing, scheduling, and labor practices that support revenue, service, and profitability goals.
Leveraging people analytics and operational KPIs (turnover, productivity, labor efficiency, guest satisfaction, and compliance metrics) to diagnose challenges and build actionable solutions.
Leading change management initiatives that strengthen execution and consistency across the field.
Embedding HR best practices into daily operations, driving accountability in leadership through workforce planning, performance coaching, compliance, and safety.
Using data-driven insights to influence business decisions and delivering tangible outcomes—stronger bench strength, lower turnover costs, and improved operational performance.
Setting annual people goals with leaders that align with the AOP and key business KPIs.
Traveling regularly to parks for on-site visits, leadership meetings, and talent or engagement sessions.