Senior Human Resources Business Partner

Museum of Ice Cream is an inclusive & immersive brand, designed to captivate your sweetest fantasy and sugar-filled daydreams online and IRL. At Museum of Ice Cream, we invite you to believe in the magic of creativity, to remind you that inclusive spaces do exist, and to show you that childlike wonder is worth savoring. In our world, ice cream is the agent of change and the vehicle to ignite the creative spirit that lives in all of us.

Fueled by the power of imagination, MOIC is a universe of possibilities with tons of room for you to explore.

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.

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

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

The salary range for this role is $145,000 - $160,000 USD, dependent on experience, as well as an annual bonus and options.

*Please note: While this role is in multiple markets, we are only seeking one Senior HRBP. This person must be located in either Chicago, Las Vegas, or Los Angeles.

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

Museum of Ice Cream is an equal opportunity employer and we value diversity at our company. We do not discriminate on the basis of race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other status protected by applicable federal, state, or local law