Senior Manager, Human Resources Business Partner

UNITED STATES SOCCER FEDERATION 1•Atlanta, GA

46d

About The Position

The Senior Manager, Human Resources Business Partner serves as a trusted advisor to leaders and employees across assigned business functions, driving people strategies that enable organizational success and support U.S. Soccer's mission, vision, and culture. This role partners closely with executives, department leaders, and the broader HR team to develop and execute strategies related to talent acquisition, workforce planning, employee engagement, organizational effectiveness, compensation, leadership development, succession planning, and performance management. The Senior Manager HRBP combines strategic consultation with hands-on execution, helping leaders navigate complex people challenges while creating an exceptional employee experience. This role will play a critical role in supporting the continued growth of U.S. Soccer and the evolution of a best-in-class HR organization.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
8+ years of progressive Human Resources experience, including HR Business Partner or strategic generalist experience.
3+ years partnering directly with senior leaders and department heads.
Experience supporting talent management, employee relations, performance management, and organizational development initiatives.
Experience participating in compensation planning, salary administration, and workforce planning activities.
Strong knowledge of federal, state, and local employment laws.
Experience utilizing HRIS systems and workforce analytics to support decision making.
Advanced proficiency with Microsoft Office Suite, particularly Excel and PowerPoint.
General knowledge of soccer.
Must be able to connect "micro" details to the "macro" vision and mission.
Exceptional communication, consulting, and relationship-building skills.

Nice To Haves

Master's degree in Human Resources, Business Administration, Organizational Development, or related field.
SHRM-SCP or SPHR certification.
Experience supporting high-growth organizations or complex, matrixed environments.
Experience with compensation analysis, market pricing, and job evaluation methodologies.
Professional sports, entertainment, hospitality, or nonprofit experience.
Bilingual or multilingual capabilities.

Responsibilities

Serve as the primary HR advisor for assigned business functions and leadership teams.
Partner with leaders to align people strategies with organizational and departmental objectives.
Consult with leaders on workforce planning, organizational design, succession planning, talent development, and employee engagement strategies.
Utilize workforce metrics and HR analytics to identify trends, recommend solutions, and support data-driven decision making.
Support organizational change initiatives, including restructuring, growth initiatives, and cultural transformation efforts.
Develop strong relationships across all levels of the organization to drive trust, credibility, and organizational effectiveness.
Partner with Talent Acquisition and business leaders to develop strategic recruiting and workforce planning strategies.
Guide managers through the recruitment and selection process, promoting equitable and inclusive hiring practices.
Evaluate workforce needs and identify talent gaps to support current and future business objectives.
Support onboarding and assimilation efforts to accelerate employee engagement and productivity.
Partner with leaders to build talent pipelines and succession plans for key positions.
Partner with business leaders and the HR team to administer compensation programs and ensure pay decisions align with organizational philosophy and market competitiveness.
Provide guidance on salary recommendations, promotional increases, market adjustments, internal equity, and position evaluations.
Participate in annual merit planning, incentive administration, compensation reviews, and budgeting processes.
Analyze internal and external market data to support compensation recommendations and workforce planning decisions.
Assist leaders in preparing compensation proposals, business cases, and organizational structure recommendations.
Support talent review, succession planning, and leadership development initiatives across assigned client groups.
Serve as the primary resource for employee relations matters and workplace concerns.
Conduct investigations and recommend appropriate actions while ensuring compliance, consistency, and fairness.
Coach leaders on employee relations, policy application, conflict resolution, and effective people management practices.
Lead and support performance management processes, including goal setting, performance reviews, development planning, and corrective action.
Foster a positive, inclusive, and high-performing culture through proactive employee relations strategies.
Identify and implement initiatives that improve employee engagement, retention, and organizational effectiveness.
Partner with Learning & Development to design and deliver leadership development programs.
Coach managers on leadership effectiveness, employee development, feedback practices, and team performance.
Facilitate training programs focused on performance management, interviewing skills, employment law, communication, and people leadership.
Promote a culture of learning, accountability, and continuous development.
Evaluate organizational structures, workflows, and team effectiveness to identify opportunities for improvement.
Lead initiatives that strengthen team performance, collaboration, communication, and employee experience.
Support leaders through organizational growth, restructuring, and change management initiatives.
Develop and implement solutions that improve organizational capability and business outcomes.
Ensure compliance with federal, state, and local employment laws and regulations.
Interpret and apply HR policies, procedures, and employment practices consistently.
Maintain the highest levels of confidentiality, professionalism, and integrity.
Identify opportunities to improve HR processes, systems, and employee programs.
Collaborate across the HR team to deliver exceptional service and a consistent employee experience.