Job Opportunities API

Who We Are:  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. Who You Are:  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. Your Day-to-Day Supervisory Responsibilities This position will have direct supervisory responsibilities, including managing direct reports, providing performance feedback, supporting development, and serving as a coach and mentor to other positions within the department. Strategic HRBP Partnership 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 Workforce Strategy and Operations 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 Employee Relations and Manager Support 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 Compensation, Performance, and Organizational Planning 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 People Systems, AI Workflow, and Integrations Help build the operating system for the People function across tools, workflows, data, and processes Identify manual, duplicative, or b