Senior Manager, Human Resources

Who We Are

USTA Mid-Atlantic Foundation, one of 17 sections of the United States Tennis Association, is a nonprofit committed to growing the sport of tennis and building community through accessible and inclusive tennis programs. Serving DC, Maryland, Virginia, and parts of West Virginia, we enhance lives through the lifetime sport of tennis.

We’ve been recognized as a “Best Nonprofit to Work For” and CARE Award recipient for multiple years, reflecting our commitment to creating a great place to work.

The Role

The Senior HR Manager is a high-responsibility, hands-on role that leads the development, implementation, and oversight of all human resource operations and programs. This position plays a critical role in supporting the organization, ensuring that HR systems and practices help advance our mission, culture, and effectiveness through policy development, and contributing to developing a stronger work culture for all staff.

This role builds and manages the HR function that enables staff and managers to execute that strategy effectively. The Senior HR Manager leads the HR Generalist and Payroll Specialist, oversees core HR functions, and ensures a compliant, well-supported, and inclusive work environment.

• HR Operations: Lead and manage core HR functions, including recruitment, hiring, onboarding, orientation, training, benefits administration, compliance, and HR recordkeeping.

• Employee Development: Design and implement employee training and professional development programs that enhance skill growth, retention, and employee engagement.

• Manager Support: Develop and deliver tools, resources, and training that empower managers to improve supervisory skills, promote consistency, and strengthen leadership across the organization.

• Compensation Management: Oversee and optimize compensation processes, including job classification, salary benchmarking, and ensuring competitive compensation structures.

• Benefits Administration: Manage the annual benefits renewal process, ensuring competitive offerings and compliance with applicable regulations.

• Performance Management: Coordinate performance management cycles, ensuring tools and systems promote a culture of feedback, accountability, and continuous improvement.

• Workforce Planning: Support workforce planning, budgeting, and forecasting to align HR strategies with organizational needs and growth.

• HR Systems & Reporting: Maintain and optimize the HRIS, ensuring accuracy in personnel records, tracking, and reporting, while providing actionable insights to drive HR initiatives.

• Compliance & Legal Requirements: Ensure organizational compliance with employment laws, internal policies, and regulatory requirements, managing annual compliance activities and mandatory training.

• Team Leadership: Supervise and provide direction to the HR Generalist and Payroll Specialist, ensuring efficient day-to-day service delivery and successful project execution.

• HR Metrics & Analytics: Track, analyze, and report on key HR metrics and trends (e.g., turnover, employee engagement, time-to-fill) to inform strategic decision-making.

• Risk Management & Policy Development: Identify and mitigate HR-related risks by developing policies, conducting training, performing audits, and proactively monitoring compliance.

• Other Duties: Perform other duties as assigned to support HR and organizational needs.

Who You Are 

• Educational Background: A Bachelor’s degree in Human Resources, Business Administration, or a related field is required.

• HR Experience: A minimum of 7 years of progressively responsible experience in Human Resources, with proven expertise in managing multiple HR functions (e.g., recruitment, benefits, compliance, compensation).

• Process Implementation: Demonstrated success in implementing and optimizing HR processes, systems, and technologies in a fast-growing or dynamic organization.

• Legal & Compliance Expertise: In-depth knowledge of U.S. employment law, regulatory compliance, benefits administration, and compensation structures.

• Communication & Interpersonal Skills: Exceptional organizational, interpersonal, and communication skills, with the ability to effectively engage with employees at all levels and drive HR initiatives.

• Change Manageme