Human Resources Business Partner

Sky Zone is a leader in active indoor entertainment, dedicated to enriching lives through the power of play. The Human Resources Business Partner will serve as a strategic partner to enhance the company's people and culture, focusing on leadership development, employee engagement, and operational excellence across multiple locations.

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

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or related field, preferred; HR certification (PHR, SPHR, SHRM-CP/SCP) are a plus
• 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