CircusTrix dba

Sky Zone

Human Resources Business Partner (HRBP)

Full-time

Locations: Remote in Washington

Department: People & Culture

Reports to: Director of People & Culture – Field Operations

Travel: Up to 60%

FLSA: Exempt

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WHO WE ARE:

At Sky Zone, our mission is to enrich lives through the power of boundless play – whether that’s on the trampoline court, behind the scenes, or at the corporate level.  We believe play fuels confidence, connection, and joy, and we’re proud to create experiences that reflect that purpose in everything we do.

As the leader in active indoor entertainment, we host unforgettable birthdays, team events, and school parties across the country. Backed by our parent company, CircusTrix, and recognized as a top franchise and growth brand, we continue to raise the bar for innovation and impact in the industry.

Our culture is shaped by our core values: We Play Without Limits, Ignite Innovation, Grow Together, Fuel Joy, and Serve Big, Give Bigger. Whether in a park or a boardroom, these values guide how we lead, collaborate, and show up for each other and for the communities we serve.

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WHO YOU ARE:

You’re an experienced and dynamic HR professional who thrives on partnership, performance, and impact.  You balance strategic vision with hands-on execution, using your HR expertise to shape culture, develop leaders, and strengthen teams.  You’re a trusted advisor who leads with empathy and courage – someone who sees the potential in people and knows how to unlock it.

HOW YOU BRING OUR MISSION TO LIFE:

As the bridge between strategy and execution, you keep Sky Zone’s people and culture at the center of every business decision.  You help elevate leaders, strengthen teams, and create consistency across our parks – delivering an employee experience that mirrors the joy and energy our guests feel every day.  Here’s how you’ll make that impact:

Strategic Partnership

• 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.

Talent & Culture

• 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.

Employee Relations & Compliance

• 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.

Operational Excellence

• 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 del