Senior Manager, Employee Experience & Development

Minnesota United•Golden Valley, MN

10d•Hybrid

About The Position

The Senior Manager, Employee Experience & Development is part of the People Operations department for Minnesota United FC (MNUFC), a sports business located in the Twins Cities area of Minnesota and a member of Major League Soccer (MLS), the top tier soccer league in North America. The Senior Manager, Employee Experience & Development is a builder – someone who wakes up every day thinking about how MNUFC helps its people grow, perform, and feel genuinely connected to the Club. Reporting to the Vice President, People Operations, this role owns the programs and touchpoints that shape what it feels like to work at MNUFC. This is a role for someone who can move fluidly between designing a program, facilitating a conversation, activating a cultural moment, and reading engagement data for patterns worth acting on. It requires curiosity, discipline, and the ability to translate the Club's beliefs into practices people actually experience. The role will strengthen the existing foundations, while building out the areas where we have real opportunity. This role partners closely across the People Operations team and with leaders throughout the Club to make MNUFC a place where our people can do their best work.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, Communications, or a related field, or an equivalent combination of education and experience.
6–8 years of progressive experience in employee experience, engagement, learning and development, culture, or a closely related discipline.
Experience designing and delivering manager development, employee listening programs, and culture initiatives.
Experience with employee engagement surveys and translating data into action.
Experience in a fast-paced, high-visibility environment – professional sports, hospitality, live events, or comparable settings a plus.
Facilitation experience and comfort leading rooms of employees and leaders.
Familiarity with Dayforce or a comparable HRIS platform preferred.
DiSC certification or working familiarity preferred.
Prior work with part-time or frontline employee populations a plus.
A builder – someone who can create something meaningful from a blank page.
A high level of care for how people experience the Club, matched by discipline about what actually moves the needle.
Deep commitment to fostering an inclusive, respectful, and high-performing workplace.
Genuine alignment with MNUFC's beliefs and belief in the power of a values-driven workplace.
Strong facilitation, communication, and program design skills.
Comfort with data – able to read engagement and lifecycle metrics for patterns and translate them into decisions.
Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making.
The ability to hold both empathy and rigor at the same time.
Curiosity about what makes people thrive at work.
High collaboration instincts, especially across functions and levels.
Ability to prioritize effectively – knowing that the goal is impact, not activity.

Responsibilities

Own the end-to-end experience of what it feels like to work at MNUFC – designing and continuously evolving the programs and touchpoints that shape how our people feel about the Club, from onboarding through the everyday moments.
Serve as the internal advocate for the employee perspective – helping leaders see and act on what our people need.
Own the strategic experience of MNUFC's part-time employees – the people who help us deliver a world-class matchday experience and who carry the Club's culture to our fans.
Steward the onboarding and recognition programs, ensuring they continue to reflect our beliefs and evolve as the Club grows.
Partner across Stadium Operations, Events, Marketing, and other functions to ensure part-time staff feel valued and connected to the Club's beliefs.
Own how MNUFC develops its managers and leaders – designing and running the programs, resources, and moments that build our people leadership capability.
Partner with the Director, Workplace & Employee Relations to connect development to real-time coaching needs – with the Director owning in-the-moment coaching on complex situations and this role owning the underlying capability build.
Bring a point of view on what great leadership looks like at MNUFC and how we grow it intentionally.
Own the Club's employee listening practice – how we regularly hear from our people, what we do with what we learn, and how we hold ourselves accountable to acting on it.
Design and maintain engagement measurement, including annual surveys, pulse checks, and lifecycle listening moments.
Translate listening data into meaningful insights that shape decisions at every level of the Club.
Own how MNUFC's beliefs show up in the everyday practices, moments, and rituals of the workplace.
Partner with department leaders to embed culture in the way teams actually work – not as a separate program, but as part of how we operate.
Serve as a steward of the Club's culture – quietly and consistently coaching how we live our beliefs day to day.
Build strong, credible relationships with employees and leaders across all functions of the Club.
Support employee-facing internal communications – including messaging clarity and consistency of voice – in partnership with the VP, People Operations on strategic and executive-level messaging.
Represent People Operations in cross-functional conversations related to culture, development, and employee experience.
Contribute to broader People Operations priorities and Club-wide initiatives as needs evolve.