Human Resources Business Partner

Description

U.S. Soccer Overview

We are U.S. Soccer and we are the future of sport in the United States. Our mission is to make soccer the preeminent sport in the United States. We embrace diversity, technology and global connections to drive the growth of our sport and serve our athletes and fans. We seek motivated, passionate, skilled people who can think, create and work on a team. 

U.S. Soccer is a growing company that looks for team members to grow with it. U.S. Soccer offers a comprehensive compensation package, casual work environment, an inclusive culture and an atmosphere for professional development.

The Federation’s core principles set organization-wide standards to identify and foster our culture and inform how we interact and hold each other accountable. These principles guide U.S. Soccer: We Win Together. We Aim High. We Champion Diversity, Equity & Inclusion. To be successful as a USSF employee, it is critical to demonstrate and live up to these principles every day and with every interaction with peers, stakeholders, and partners. 

The Federation’s core values are the individual attributes and characteristics that staff embody to uphold the organization’s principles and succeed. These values guide our employees: Integrity. Commitment. Teamwork. Respect.

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 relatio