Senior Manager, Human Resources Business Partner

Job Description

Job Description

Description:

U.S. Soccer Overview

The U.S. Soccer Federation exists in service to soccer. Our aim is to ignite a national passion for the game. Because we believe that soccer is more than a sport; it is a force for good.

We understand the importance and the power of teamwork, on and off the pitch. That is why we work closely with our Federation partners and members, to inspire, support and guide every level of the game: from the grassroots to the National Teams. We want to bring soccer into every home and every community, right across America. Because we believe that soccer can transform lives like no other sport. Soccer can represent the best of U.S.

U.S. Soccer is in a period of significant growth, with ambitious plans for U.S. Soccer in the near and far future. We are, therefore, looking for dynamic servant leaders to join us on this journey: in service to soccer. Applicants must be able to demonstrate visionary leadership, analytical decision-making, professional flexibility, and an empathic management style that builds bold teams and delivers globally significant results.

Position Description

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.

Primary Responsibilities

Strategic Business Partnership

• 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.

Talent Acquisition & Workforce Planning

• 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.

Compensation & Talent Management

• 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.

Employee Relations & Performance Management

• 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.

Leadership Development & Learning

• 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.

Organizational Effectiveness

• 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.

Compliance & HR Operations

• 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.

Minimum Qualifications

• 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.

Desired Qualifications

• 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.

U.S. Soccer offers a comprehensive compensation package, casual work environment, an inclusive culture, and an atmosphere for professional development.

U.S. Soccer is an equal opportunity employer that is committed to diversity, equity, and inclusion, and prohibits discrimination and harassment of any kind on the basis of race, color, sex, religion, national origin, citizenship, pregnancy, sexual orientation, gender identity, age, disability, genetic information, military status, political belief, or any other characteristic protected under the law. This policy applies to all our employment practices within our organization. We strongly encourage women, people of color, LGBTQIA, veterans, parents, and persons with disabilities to apply .