Senior Human Resources Business Partner

Museum of Ice Cream • Los Angeles, CA

1d • $135,000 - $155,000 • Hybrid

About The Position

Museum 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.

Requirements

• 10+ years of progressive HRBP or People Operations experience, preferably in hospitality, retail, restaurant, entertainment, or multi-unit operational environments
• Bachelor’s degree required
• 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
• 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.

Nice To Haves

• MBA or advanced business-related degree preferred

Responsibilities

• 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

Benefits

• 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

What This Job Offers

• Job Type: Full-time
• Career Level: Senior