People Operations Business Partner

COMPANY:
A sports and entertainment company located in the Southeast US.

REPORTS/RELATIONSHIPS:
The People Operations Business Partner will report to the Senior Director, People Operations and Talent Strategy.

BASIC FUNCTIONS:
The People Operations Business Partner is a strategic Human Resources leader responsible for delivering comprehensive HR partnership and generalist support across the company. Serving as a trusted advisor to leaders and employees, this role collaborates closely with business units to align people strategies with organizational priorities, enhance organizational effectiveness, and foster a high-performing, engaged workforce. The People Operations Business Partner supports the full employee lifecycle, including workforce planning, talent acquisition, performance management, employee relations, talent development, organizational change, and compliance.

Specific duties will include, but not necessarily be limited to:

Strategic HR Partnership and Workforce Planning:

Serve as a trusted advisor and partner to leaders and employees, providing guidance on people-related matters and aligning HR strategies with business objectives.
Analyze workforce trends and people analytics to identify opportunities, inform decision-making, and improve organizational effectiveness.
Partner on organizational effectiveness and change initiatives in partnership with business leaders to support growth, transformation, and operational performance.
Collaborate on workforce planning, organizational design, succession planning, and talent management strategies in partnership with business leaders.
Identify organizational and workforce risks and develop proactive strategies related to retention, engagement, and business continuity.
Provide dynamic HR partnership and support for a multifaceted workforce, including business and sporting operations, venue staff, and event-based employees.
Develop an understanding of business objectives, operational priorities, and workforce challenges to provide effective people-related recommendations and solutions.

Talent Acquisition and Onboarding:

Oversee full-cycle recruitment efforts, partnering with hiring managers to develop effective recruiting strategies that attract diverse, high-quality talent.
Manage recruitment data and ATS processes, ensuring data integrity, compliance, reporting accuracy, and an effective candidate experience.
Manage onboarding and orientation to ensure a seamless employee experience and successful start.

Performance Management and Talent Development:

Partner with the People Operations team to optimize talent programs, processes, and technologies that support organizational goals and evolving business needs.
Partner with leaders to implement performance management processes, including goal setting, coaching, documentation, and performance reviews.
Identify talent development needs and administer learning and professional development opportunities.
Support succession planning and leadership development efforts to strengthen organizational capability.
Coach leaders on organizational effectiveness, talent decisions, team culture, performance improvement strategies, employee engagement, development, and career growth planning.

Compliance and Policy Administration:

Provide guidance and consultation to employees and leaders on company policies, employment practices, and workplace procedures.
Maintain accurate employee records and HR systems while safeguarding confidentiality and data integrity.
Ensure compliance with federal, state, and local employment laws, labor regulations, company policies, and all NFL and MLS mandated training initiatives.
Serve as a trusted advisor on employee relations matters, conducting investigations, recommending resolutions, mitigating organizational risk as appropriate, and ensuring fair and consistent application of policies and practices.

People Operations and Employee Experience:

Partner with the People Operations team to drive people strategies including employee engagement, recognition, and culture initiatives that promote inclusion and belonging.
Partner with leaders and the People Operations team to support compensation planning, talent reviews, and workforce planning initiatives.
Continuously evaluate and improve HR processes, systems, and workflows to enhance efficiency and employee experience.
Prepare people-operations-related reports and documentation as needed.
Provide guidance to employees and leaders regarding policies, procedures, benefits, and workplace practices as needed.
Partner with the People Operations team to support employee benefits, leave administration, and wellness programs while serving as an employee resource as needed.
Drive culture and change initiatives that strengthen employee engagement, reinforce organizational values, and support business transformation.
Perform other duties as assigned.

REQUIREMENTS:

Eight or more years of progressive Human Resources experience, including experience partnering directly with senior leaders and leading organizational change initiatives.
Strong knowledge of Human Resources best practices and labor laws.
Strategic thinker with proven ability to drive organizational and transformational change management.
Strong business acumen with the ability to balance strategic and operational priorities.
Excellent communication, interpersonal, and leadership skills.
Excellent analytical and problem-solving skills.
High level of integrity, professionalism, and confidentiality.
Must pass pre-employment screens.
PHR, SPHR, SHRM-CP or SHRM-SCP is preferred.
Experience supporting multi-functional business groups in sports, entertainment, hospitality, or related industries.
Demonstrated experience building or scaling HR programs, processes, and practices in high-growth, transformation, or evolving business environments.
Demonstrated success influencing leaders and driving change through collaboration and relationship-building.
Experience managing complex employee relations matters and organizational change initiatives.
Experience supporting complex workforce populations, including corporate, operational, venue-based, seasonal, and event staff.
Experience with Dayforce preferred.
Bachelor’s degree in Business Administration with a concentration in Human Resources or a related field; Master’s degree preferred.

COMPENSATION:
Compensation will be commensurate with experience including a competitive base salary, bonus opportunity, and competitive benefits package.

CONTACT INFORMATION:
Gregory Lynn Tennent
gltennent@CLCBsearch.com
704.377.0362