Senior Human Resources Business Partner

Role Overview

• 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

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; MBA or advanced business-related degree preferred
• 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
• Physical Requirements:
• 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.
• Work Location & Travel Expectations: Hybrid role based in Los Angeles. Position requires approximately 65% onsite presence at the LA office and MOIC LA site, with up to 35% remote flexibility. Must be comfortable traveling 25–40% as needed and maintaining flexible working hours across multiple U.S. time zones, including regular support of Central Standard Time business operations.

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