Director, Workplace & Employee Relations

Minnesota United FC (MNUFC) is a sports business located in the Twin Cities area of Minnesota and a member of Major League Soccer (MLS), the top tier soccer league in North America. The Director, Workplace & Employee Relations plays a key role in shaping how MNUFC lives out its beliefs in everyday practices that define our employees' experience—handling hard moments, upholding standards, and supporting managers.

About the role

Reporting to the Vice President, People Operations, this role leads the Club's approach to employee relations, compliance, policy, leave administration, compensation execution, Dayforce governance, and people analytics. It requires deep experience, steady judgment, and the ability to balance multiple priorities—from coaching managers through difficult conversations to conducting sensitive investigations, ensuring compliance with employment law and MLS policy, and using people data to anticipate future needs. Fairness and consistency are non-negotiable, and this role partners closely with leadership to ensure MNUFC's people practices reflect the values of the Club.

Responsibilities

• Employee Relations & Manager Advisory
  • Serve as the club's day-to-day employee relations practitioner, partnering with managers to navigate performance concerns, workplace dynamics, and other sensitive matters.
  • Lead investigations with discretion and empathy, ensuring outcomes are fair, well-documented, and aligned with club beliefs.
  • Coach managers on difficult conversations and feedback, assess risk, recommend next steps, and ensure documentation supports both people-centered outcomes and compliance.
  • Partner with the VP, People Operations on complex or senior-level employee relations matters.
• Compliance, Policy & Employment Law
  • Own the day-to-day administration of MNUFC's people policies, ensuring they are current, clearly communicated, and consistently applied.
  • Maintain a strong working knowledge of federal, state, and local employment law, and ensure People Operations practices remain compliant as laws evolve.
  • Administer compliance with Club policies and league-wide requirements.
• Leave Administration & Workers’ Compensation
  • Administer leave programs, including PFML, FMLA, ADA accommodations, personal leave, and other arrangements.
  • Serve as the primary point of contact for employees navigating leave, ensuring accurate information, timely communication, and a compassionate experience.
  • Partner with managers to plan for and support employees before, during, and after leave.
  • Ensure documentation and system administration for all leave programs is accurate and complete.
  • Serve as the Club's point person for workers' compensation claims, coordinating with carriers, employees, and managers from initial report through resolution.
  • Manage return-to-work planning in partnership with managers and maintain workers' compensation records, reporting, and OSHA compliance.
• Compensation Administration
  • Execute day-to-day compensation administration, including compensation change documents, incentive compensation agreements, and annual cycle support.
  • Support the VP, People Operations on compensation benchmarking, market analysis, and compensation cycle execution.
  • Maintain compensation data integrity within Dayforce.
• Dayforce Governance & People Systems
  • Own Dayforce governance, including data integrity, system administration, workflow management, and reporting infrastructure.
  • Partner with Sr. Manager, People Operations on system operations and process improvement.
  • Ensure people data across systems is accurate, well-organized, and audit-ready.
  • Identify opportunities to streamline how People Operations uses Dayforce and adjacent systems.
• People Analytics & Workforce Forecasting
  • Serve as the People Operations analytics hub, integrating data to build a coherent view of workforce health.
  • Develop and maintain reporting on turnover, retention, compensation trends, ER themes, compliance metrics, and workforce composition.
  • Translate people data into forward-looking insights to help the Club anticipate workforce risks and opportunities.
• Additional Responsibilities
  • Build strong, credible relationships with department leaders, managers, and employees across the club.
  • Contribute to broader People Operations priorities and club-wide initiatives as needs evolve.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
• 7–10 years of progressive Human Resources experience, with significant depth in employee relations, compliance, and HR operations.
• Prior experience owning employee relations and compliance work as a senior individual contributor or department leader.
• Experience administering compensation programs, including annual cycles and total rewards communication.
• Strong working knowledge of employment law, leave administration (PFML, FMLA, ADA), and workplace investigations.
• Dayforce experience strongly preferred, including reporting and system administration.
• Experience translating people data into insights that inform decision-making.
• SHRM-SCP, SPHR, or comparable certification preferred.
• Prior experience in professional sports, live event, or hospitality environments a plus, but not required.

Skills

• Sound judgment and high discretion, especially in sensitive employee matters.
• High integrity, confidentiality, and follow-through.
• Deep commitment to fostering an inclusive, respectful, and high-performing workplace.
• Genuine interest in supporting a values-driven organization where how we treat each other matters as much as what we accomplish.
• Ability to advise and challenge leaders—including senior leaders—with clarity and care.
• Strong understanding of employment law, HR compliance, and people operations best practices.
• Ability to hold high standards for consistency, fairness, and documentation without losing warmth or humanity.
• Excellent written and verbal communication, with the ability to translate complex people or policy matters into clear, usable guidance.
• Strong project management skills and comfort managing multiple priorities in a fast-paced environment.
• Data-literate and curious—able to spot patterns and translate them into forward-looking recommendations.
• Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making.

Work Environment

This is a hybrid role based in Golden Valley, MN, with regular presence at Allianz Field in St. Paul and the Training Facility in Blaine, MN. Some evening and weekend work is required, particularly around match days and major events.

Pay

The compensation range for this full-time (exempt) role is $80,000 - $90,000 annually, with the final offer based on experience and qualifications.

Benefits

MNUFC provides a competitive benefits package that includes:

• Health coverage
• Retirement savings plans
• Paid time off
• Additional perks to support personal and professional well-being