What are the responsibilities and job description for the Senior Manager, Human Resources Business Partner position at U.S. Soccer Federation?
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’s 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 US.
U.S. Soccer is in a period of significant growth, with ambitions plans for US 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 Human Resources Business Partner will oversee assigned human resources partnerships and ensure they are aligned with our HR goals, processes and business objectives. U.S. Soccer relocated our headquarters to Fayetteville, GA and this exciting opportunity will be the first HR hire working from our Georgia office! This role will be a very hands-on and agile role as we develop the new Arthur M. Blank U.S. Soccer National Training Center.
The position formulates partnerships across the Functions and HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. This position is a generalist in nature, but focuses on recruitment and selection, onboarding, employee relations, labor relations, culture, training and education, and performance management. The HRBP is the first line for employee concerns, and performance management.
Primary Responsibilities
Recruiting & Onboarding
- Manage the recruitment life cycle for the organization for all full time, part time and interns in partnership with the Workforces Planning Organization.
- Manage the intern program. Identify sourcing strategies to ensure a diverse program
- Responsible for guidance, counsel, and training to hiring managers in order to employ diverse recruitment strategies and best practices with the result of a highly qualified diverse workforce.
- Utilize industry and current workplace best practices to recruit, retain, and manage a talented workforce.
- Develop, coordinate, facilitate and evaluate new hire orientation and onboarding program including policies and procedures, office tour, organizational structure, mandatory training (ex. Anti-harassment, SafeSport) and introduction to key employees.
Training & Development
Work in partnership with the HR Organization to:
- Identify and recommend program improvements, process improvements, and continual use of technology to streamline communication in order to ensure proper notification of any and all employee communications as well as ensure company is in compliance with all applicable local, state and federal laws.
- Design and deliver training programs and organization best practices (ex. such as Supervisor/first time manager 101, policy and procedures, disciplinary process, performance management tools, employment law, documentation of employee performance and issues; how to interview; how to properly complete appraisals).
- Reinforce accountability at each level of the organization for supervision and enforcement of policy, and relevant laws that policies are based on.
- Establish transparent and two way communication between managers and non-management staff through skill development and awareness of policies.
- Work collaboratively with the VP, Inclusion and Engagement to ensure DEI is embedded in training programs.
Human Resources Consulting/Employee Relations/Performance Management
- Provide counsel and guidance to managers for the performance management program with the result of consistent application of company performance expectations.
- Provide assistance on the resolution of personnel related issues and conduct internal investigations when necessary.
- Identify, design and implement employee relations initiatives to foster engagement and an inclusive culture with focus on reinforcing company culture and goals.
Generalist and Management Responsibilities
- Maintain compliance with federal and state regulations concerning employment.
- Maintain and carry out processes for employees changes.
- Evaluate the effectiveness of existing programs, policies, and procedures; identify and determine trends and problems requiring review and recommend alternative approaches and modifications.
- Exposure to and creation of highly confidential information while representing integrity and objectivity into all employee related matters.
- High level of partnership with the HR and Functional teams with high levels of proactive communication. One Team. One Nation.
Requirements
Minimum Qualifications
- Bachelor’s degree in HR, business administration or related field
- 5 years generalist experience in small to medium size company; or combination of years of experience and education
- 3 years of HRIS experience (Paylocity, Workday, etc. ) and creation of adhoc reports; Paylocity experience a plus
- 3 years of developing and conducting employee training
- 3 years experience in employee relations and recruitment/onboarding initiatives
- Proficient experience with Microsoft Suite (Word, PowerPoint, Excel, and Outlook)
- General knowledge of employment laws; Knowledge of local, state and federal employment law and regulations.
- Ability to compile and present employee communications to all levels of employees
- Highly organized with a record of prioritizing multiple projects and meeting deadlines
- Evidence of the practice of a high level of confidentiality and emotional maturity
- Ability to work occasional evenings and weekends as job duties demand
- Detailed oriented, problem solver, analytical approach to data organization
- Ability to understand internal processes as they relate to new hires, onboarding, new hires, and administering human resources programs and systems.
- Ability to work with frequent interruptions and changes in priorities.
- Excellent communication skills (interpersonal, verbal, written, presentation)
Desired Qualifications
- PHR/SHRM-CP Certification preferred
- Strong understanding of employment law related to HR
- Strong knowledge of recruitment and selection strategies, onboarding, employee relations strategies performance management programs, HRIS; and overall strong generalist skills.
- Familiarity with the sports industry and non-profits, a plus
- Engages with diplomacy and tact with people of all levels, functions, and cultures
- Possesses flexibility to change focus and adjust quickly as demands change
- Identifies and creates efficient processes that allow managing from a distance
- Multi-lingual fluency, verbal and written, preferred
- No Ego
- No tendencies to gossip or not be part of the highly focused HR Team working very diligently on HR transformation, Headquarters Relocation
- High level of ability to work in ambiguity
- Desire to think strategically and innovatively and have the courage to recommend new processes designs with solutions oriented mindset.
- Proven solid HR Business partner (Generalist) with the flexibility to pitch in and help across the HR team
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.
