Director – HR Strategy and Operations

Director – HR Strategy and Operations

Requirements

• 5-10 years professional experience in strategy, HR consulting, organizational development, or a related field
• Proven track record of leading complex, cross-functional initiatives with measurable impact
• Deep understanding of HR disciplines including L&D, HR Business Partner models, and org design; formal HR experience a plus but not required
• Exceptional analytical, communication, and project management skills
• Ability to translate strategic thinking into actionable plans and deliverables
• Comfortable navigating ambiguity and driving clarity in evolving environments
• Passion for people development and advancing inclusive workplace cultures
• Proactive and highly organized self-starter who can work independently and within ambiguity
• Proven ability and robust experience managing and leading project teams
• Ability to communicate with and influence senior executives both inside and outside the organization
• Desire to be part of a team and drive continual growth of oneself and colleagues
• Demonstrated ability to maintain confidentiality

Responsibilities

• Lead the design and implementation of a comprehensive L&D framework aligned to organizational needs and strategic goals
• Create a culture of coaching and feedback to support L&D strategy where each employee experiences learning and professional development in their day-to-day job
• Identify learning priorities through research, employee feedback, and skills-gap analysis
• Develop structured learning pathways by role and business unit, integrating live and asynchronous formats
• Collaborate with internal stakeholders and external vendors to develop, source, or adapt learning content
• Design and launch flagship programs such as onboarding, role-specific training, and leadership development
• Foster a culture of continuous learning through initiatives like Lunch & Learns, peer-sharing forums, and L&D stipends
• Embed learning into the performance management cycle by integrating learning resources into feedback and review processes
• Support compensation evolution with benchmarking, best practice research and designing an updated approach to compensation across the organization
• Identify opportunity to improve performance management with skills-based assessment, enhanced feedback culture, and more 360 feedback during performance reviews
• Collaborate with recruitment and external partners to ensure inclusive hiring practices, data tracking, and goal setting
• Partner with employee affinity groups to elevate their voices and drive inclusive and representative internal programs
• Co-lead the development of a 5-year HR mission, org design, and roadmap that aligns with US Soccer’s In Service to Soccer Strategy
• Serve as a thought partner to the department leader, helping assess new initiatives and measure the ROI of people programs
• Establish clear success metrics, project plans, and communication strategies for all HR strategic initiatives

Preferred Qualifications

• Passion for the sport of soccer
• Prior experience in a top-tier management consulting firm or in an internal strategy role within a mission-driven organization
• Familiarity with learning technologies, survey tools, and performance management systems
• A strong understanding of the culture of soccer and its fans across North America
• Prior experience working in the sports industry, non-profit, or national governing body
• Ability to anticipate challenges and identify opportunities to support U.S. Soccer’s initiatives
• Fluency both verbal and written in Spanish, or another language, is preferred