Manager, HR Business Partner

ABOUT THE LUCAS MUSEUM OF NARRATIVE ART

Opening in September 2026, the Lucas Museum of Narrative Art is dedicated to illustrated storytelling. Founded by George Lucas and Mellody Hobson, the museum’s collection features works by artists including Norman Rockwell, Kadir Nelson, Jessie Willcox Smith, N.

C. Wyeth, Beatrix Potter, Judith

F. Baca, Frida Kahlo, and Maxfield Parrish; as well as comic art legends such as Winsor McCay, Jack Kirby, Frank Frazetta, Alison Bechdel, Chris Ware, and R. Crumb; and photographers Gordon Parks, Henri Cartier-Bresson, and Dorothea Lange. The Museum also houses the Lucas Archives, containing models, props, concept art, and costumes from Lucas’s filmmaking career.

Designed by Ma Yansong of MAD with a landscape by Mia Lehrer of Studio-MLA, the Museum is in Exposition Park, Los Angeles, on an 11‑acre campus that includes new green space and a 300,000‑square‑foot building with galleries, two theaters, a library, restaurant, café, retail store, and community spaces.

The Lucas Museum of Narrative Art seeks a Manager, HR Business Partner to serve as a senior, hands‑on partner within the People and Culture function. Reporting directly to the Chief People & Culture Officer, this role provides critical execution, continuity, and judgment across core HR areas.

As the museum prepares for opening and continues to build its organizational foundations, the Manager, HR Business Partner plays a central role in advancing employee relations, compliance, policy development, labor relations support, and people strategy. This role partners closely with managers to strengthen leadership capability, ensure clear and consistent people practices, support performance and growth, and translate people strategy into effective day‑to‑day execution, while also providing guidance on employee relations and labor matters as needed.

The successful candidate brings strong judgment, discretion, and operational HR experience, and is comfortable working across both hands‑on casework and strategic advising in a complex, mission‑driven environment.

• Serve as a senior, hands‑on HR business partner, providing sound judgment and execution across employee relations, performance management, policy application, and people operations
• Coach and advise managers on effective people management practices, including feedback, documentation, performance improvement, accountability, and fair decision‑making
• Lead and support complex employee relations matters as needed, including investigations, corrective action, performance concerns, and separations, in partnership with the Chief People & Culture Officer
• Draft, review, and maintain HR policies and practices, ensuring compliance with federal, state, and local employment laws and alignment with organizational values
• Proactively identify people‑related risks, trends, or gaps and recommend preventative, practical solutions that support a stable and effective workplace
• Partner with People & Culture leadership on organizational design, workforce planning, talent reviews, succession planning, and leadership readiness initiatives
• Support and continuously improve performance management processes, including leader training, calibration support, and clear communication across cycles
• Facilitate change management and transition support during periods of growth, structural change, or organizational evolution
• Pull, analyze, and interpret people data and metrics (e.g., workforce trends, engagement insights, performance patterns) to inform strategy and leadership decision‑making
• Serve as a key partner for HRIS administration, ensuring data accuracy, secure information management, effective workflows, and reliable reporting
• Ensure accurate, timely, and confidential management of personnel records, personnel action forms, and sensitive employee data
• Develop and deliver clear people‑related communications, including policy updates, organizational announcements, and performance or talent cycle guidance
• Assess the people impact of organizational changes and partner with leaders on readiness planning, communication strategies, and transition support
• Act as a steward of…