HR Business Partner

Van Leeuwen Ice Cream; New York (NY); On-site; USD 100,000 - 125,000; Full time

Benefits offered by this job

Discretionary annual bonus (10%)

Employee Scoop Card (ice cream)

Medical, Dental & Vision Insurance (70

Job summary

Van Leeuwen Ice Cream is seeking a strategic, business-minded HR Business Partner to partner closely with our Retail Operations leadership team during our next growth phase. This role serves as the primary People partner for a portfolio of retail markets, helping leaders build high-performing teams while balancing employee experience with operational excellence.

The ideal candidate combines strong business acumen with deep expertise in employee relations, organizational effectiveness, talent

Qualifications

• Bachelor's degree in HR, Business, or related field.
• 7+ years of progressive HR experience, including HRBP experience supporting multi-site operations.
• Experience partnering with senior operational leaders in retail, hospitality, restaurant, or other multi-unit environments.
• Strong knowledge of federal, state, and local employment laws across multiple states.
• Demonstrated experience leading complex employee relations investigations and coaching leaders through sensitive issues.
• Strong business acumen with the ability to understand operational drivers and influence business outcomes.
• Experience with organizational design, workforce planning, change management, and talent management.
• Excellent communication, facilitation, and relationship-building skills.
• Ability to analyze workforce metrics and translate insights into actionable recommendations.
• Willingness to travel to assigned markets (approximately 15–20%).
• Must be comfortable working in-store scoop shifts once a quarter, while adhering to DOH guidelines.

Responsibilities

• Serve as the trusted People partner to Regional Directors, GMs, and cross-functional leaders.
• Influence business decisions through a people lens, balancing employee experience, operational performance, legal compliance, and financial outcomes.
• Coach leaders on organizational design, change management, succession planning, workforce planning, and leadership effectiveness.
• Use workforce data and business insights to identify trends, risks, and opportunities, recommending proactive solutions.
• Coach leaders through performance management, difficult conversations, talent decisions, and organizational challenges.
• Develop leadership capability by providing guidance on feedback, accountability, communication, and team effectiveness.
• Partner with Learning & Development to identify capability gaps and leadership development opportunities.
• Support succession planning and talent reviews across assigned business groups.
• Lead complex employee relations matters, investigations, conflict resolution, and sensitive workplace issues.
• Ensure consistent application of company policies while exercising sound business judgment.
• Monitor emerging employment law changes and ensure operational compliance across multiple states.
• Advise leaders on Workers' Compensation cases, medical accommodations, leaves of absence, disciplinary actions, and separations.
• Partner with leaders to drive the annual performance management process, calibration discussions, and development planning.
• Support talent planning initiatives including promotions, internal mobility, retention strategies, and high-potential development.
• Identify turnover trends and partner with operations to improve retention and engagement.
• Champion Van Leeuwen's culture and values while helping leaders create inclusive, high-performing teams.
• Partner with business leaders to improve engagement through thoughtful communication, recognition, and development initiatives.
• Act as a visible and trusted resource for employees across assigned markets.
• Partner with Recruiting, Payroll, Benefits, and HR Operations to ensure an exceptional employee experience.
• Support organizational changes including restructures, reductions in force, new market openings, and operational transitions.
• Maintain compliance across documentation, investigations, corrective actions, unemployment claims, workers' compensation, and labor audits.
• Identify opportunities to simplify, automate, and improve People processes.
• Lead cross-functional People initiatives that improve business performance and employee experience.
• Participate in company-wide projects including policy development, compensation initiatives, leadership programs, engagement surveys, and technology implementations.
• Drive change management efforts for organizational initiatives.

Skills

HR Business Partner

Employee relations

Organizational effectiveness

Talent management

Employment law

Executive coaching

Workforce analytics

Change management

Stakeholder management

Communication

Education

Bachelor's degree in HR, Business, or related field

Job description

We started Van Leeuwen Ice Cream in a yellow truck on the streets of NYC in 2008 with a mission to make good ice cream that makes you feel good. As far as we're concerned, happiness is healthiness. We strive to ensure every scoop, store and employee feels and creates one community to contribute to the overall brand. Van Leeuwen Ice Cream is seeking a strategic, business‑minded HR Business Partner to partner closely with our Retail Operations leadership team during our next stage of growth. This role serves as the primary People partner for a portfolio of retail markets, helping leaders build high‑performing teams while balancing employee experience with operational excellence. The ideal candidate combines strong business acumen with deep expertise in employee relations, organizational effectiveness, talent management, and employment law. They are equally comfortable coaching senior leaders through difficult decisions, analyzing workforce trends, leading organizational initiatives, and rolling up their sleeves to solve complex employee issues. Success in this role requires someone who can influence without authority, build credibility quickly, navigate ambiguity, and translate business priorities into practical people strategies. This role will be based out of our Williamsburg, Brooklyn office and follow Van Leeuwen's hybrid work model, being in the office three days a week.

Job Responsibilities

• Serve as the trusted People partner to Regional Directors, GMs, and cross‑functional leaders.
• Influence business decisions through a people lens, balancing employee experience, operational performance, legal compliance, and financial outcomes.
• Coach leaders on organizational design, change management, succession planning, workforce planning, and leadership effectiveness.
• Use workforce data and business insights to identify trends, risks, and opportunities, recommending proactive solutions.
• Coach leaders through performance management, difficult conversations, talent decisions, and organizational challenges.
• Develop leadership capability by providing guidance on feedback, accountability, communication, and team effectiveness.
• Partner with Learning & Development to identify capability gaps and leadership development opportunities.
• Support succession planning and talent reviews across assigned business groups.
• Lead complex employee relations matters, investigations, conflict resolution, and sensitive workplace issues.
• Ensure consistent application of company policies while exercising sound business judgment.
• Monitor emerging employment law changes and ensure operational compliance across multiple states.
• Advise leaders on Workers' Compensation cases, medical accommodations, leaves of absence, disciplinary actions, and separations.
• Partner with leaders to drive the annual performance management process, calibration discussions, and development planning.
• Support talent planning initiatives including promotions, internal mobility, retention strategies, and high‑potential development.
• Identify turnover trends and partner with operations to improve retention and engagement.
• Champion Van Leeuwen's culture and values while helping leaders create inclusive, high‑performing teams.
• Partner with business leaders to improve engagement through thoughtful communication, recognition, and development initiatives.
• Act as a visible and trusted resource for employees across assigned markets.
• Partner with Recruiting, Payroll, Benefits, and HR Operations to ensure an exceptional employee experience.
• Support organizational changes including restructures, reductions in force, new market openings, and operational transitions.
• Maintain compliance across documentation, investigations, corrective actions, unemployment claims, workers' compensation, and labor audits.
• Identify opportunities to simplify, automate, and improve People processes.
• Lead cross‑functional People initiatives that improve business performance and employee experience.
• Participate in company‑wide projects including policy development, compensation initiatives, leadership programs, engagement surveys, and technology implementations.
• Drive change management efforts for organizational initiatives.

Job Requirements

• Bachelor's degree in Human Resources, Business, or a related field preferred.
• 7+ years of progressive HR experience, including HR Business Partner experience supporting multi‑site operations.
• Experience partnering with senior operational leaders in retail, hospitality, restaurant, or other multi‑unit environments strongly preferred.
• Strong knowledge of federal, state, and local employment laws across multiple states.
• Demonstrated experience leading complex employee relations investigations and coaching leaders through sensitive issues.
• Strong business acumen with the ability to understand operational drivers and influence business outcomes.
• Experience with organizational design, workforce planning, change management, and talent management.
• Excellent communication, facilitation, and relationship‑building skills.
• Ability to analyze workforce metrics and translate insights into actionable recommendations.
• Comfortable operating in a fast‑paced, high‑growth environment with changing priorities.
• Willingness to travel to assigned markets (approximately 15–20%).
• Must be comfortable working in‑store scoop shifts once a quarter, while adhering to DOH guidelines.

Success in This Role

• Build trusted relationships with operational leaders.
• Influence decisions through data, judgment, and credibility rather than authority.
• Anticipate people risks before they become business problems.
• Balance employee advocacy with business needs.
• Drive consistency while remaining pragmatic and solutions‑oriented.
• Help develop stronger leaders and healthier teams.
• Contribute meaningfully to the evolution of Van Leeuwen's People function as the company continues to grow.
• Ability to balance multiple projects.

Compensation + Benefits

• $100,000 – $125,000 annual compensation depending on experience, paid weekly.
• Eligible for discretionary annual 10% bonus.
• Employee Scoop Card (Enjoy Ice Cream from any of our scoop shops nationwide).
• Medical, Dental & Vision Insurance with 70% employer contribution.
• 401(k) with up to 4% employer match.
• Cell Phone Reimbursement Plan.
• Wellness Reimbursement Plan.
• Flexible Time Off – no accrual required.
• Paid Sick Time.
• Paid one month sabbatical (eligible after 4 years of continued employment).
• Yearly Performance Reviews.

General Details

• Experience: Required.
• Employment: Full‑time.
• Salary: $100,000 – $125,000 yearly.

Van Leeuwen Ice Cream complies with Equal Employment Opportunity laws as well as federal, state, and local laws on compensation, pay transparency, and pay equity.