Major League Soccer

Vice President, Human Resources

Job Locations US-NY-New York
# of Openings
Human Resources


In 2020, MLS Next was successfully established as an academy for the development of elite youth athletes and coaches through enhanced and accelerated programs in the areas of competition, team environments, coaching, individual growth, and talent recruitment.  


In 2022, Major League Soccer will launch a new Lower Division League (LDL) that will continue a player development and competitive pathway from MLS NEXT to MLS.  The LDL is designed as a competition league to continue to grow the game of soccer in North America.  The LDL will provide an additional stage of opportunities for elite athletes, coaches, referees and be a platform for innovation both on and off the field. 


In this position, the Vice President, Human Resources will be responsible for establishing and leading the Human Resources function for the newly formed Lower Division League (LDL). In this role, you must be able to roll up your sleeves and thrive in an innovative, fast paced environment while providing strategic human resources leadership, consultation and coaching to business leaders to develop and execute HR strategies that will foster organizational and people effectiveness as well as an inclusive and equitable culture.


  • Develop, implement, and oversee LDL’s people strategy, procedures, and policies.
  • Provide leaders with strategic direction regarding organizational structure and approaches to leverage staffing and talent needs.
  • Oversee talent acquisition efforts including talent strategy, diverse recruiting and sourcing, and the candidate experience.
  • Partner with leaders on developing short- and longer-term people strategies and annual goal setting process to ensure alignment to business groups strategic priorities.
  • Provide coaching, counseling, and advice to guide leaders and employees with regards to HR programs, practices, policies, legislation, and regulatory requirements including interpretation of policy, identification of risk, impact to the business and recommended solutions.
  • Consult with leaders and staff on employee relations issues, conduct investigations and make recommendations in response to management and staff concerns.
  • Develop comprehensive approaches to employee development by providing guidance on career paths, employee development, and learning opportunities.
  • Foster a commitment to Diversity, Equity and Inclusion among leaders and employees and build programs that attract and retain diverse talent. Ensure these efforts support an inclusive, equitable and high performing culture.
  • Develop and oversee the total rewards program including designing and implementing benefits, wellness, and compensation programs, policies, and procedures.
  • Identify, track and report key metrics and performance indicators on people related areas to ensure progress and growth against goals.
  • Stay up to date with HR-related best practices and ensure compliance with employment laws and regulations.
  • Accomplish team results by communicating job expectations and managing the Performance Management process:
    • Plan, monitor, and review performance.
    • Coach and counsel employees.
    • Develop and implement department procedures and productivity standards and reinforce Company policies.
  • Develop personal growth opportunities for employees.



  • Bachelor’s Degree required; Master’s Degree or MBA in Human Resources Management or related field preferred.
  • 12+ years of progressive experience in human resources leadership roles including experience in performance management, employee relations, employee engagement, diversity and inclusion, benefits, and compensation.
  • Excellent relationship management skills and proven ability to leverage relationships throughout the organization to influence individuals and outcomes.
  • Demonstrated capability to communicate and work effectively at all levels of the organization, inspiring respect, and credibility.
  • Proven ability to proactively identify potential issues and resolve with appropriate employee programs that improve organizational effectiveness.
  • Strong project management skills and effective execution skills to ensure successful implementation of initiatives, processes, and policies.
  • Demonstrated ability to remove and overcome barriers to promote collaboration between and within HR and the business.
  • Ability to exercise excellent judgement, confidentiality, and sense of urgency.
  • Ability to create and maintain a positive employee relations environment throughout complex and changing situations.
  • Demonstrated ability to facilitate organizational change and foster linkage between business objectives and human resources activities.
  • High level of commitment to organizational ethics, integrity, confidentiality, compliance and producing high-quality work
  • Demonstrated decision making, problem-solving and critical thinking skills.
  • Ability to work effectively in a fast paced, team environment.
  • Strong interpersonal skills and the ability to effectively communicate, both written and verbally.
  • Proficiency in Word, Excel, PowerPoint, and Outlook.
  • Organized and detail-oriented with the ability to multi-task and meet deadlines with minimal supervision.
  • Thorough knowledge of federal, state, and local employment laws and regulations.



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