Senior Manager, Excellence Program

About the role

The Senior Manager of the National Excellence Program will manage and enhance the National Excellence Team USA, an initiative to support youth with the potential to play collegiate or professional tennis with what they need to achieve their goals. They will develop an overarching strategy to scale its size, measure its impact, and ensure continuous improvement. The Senior Manager will oversee regional events, manage combines, execute national activations, and manage administration of individual player grants to support these high-potential student-athletes. The individual will also oversee talent identification efforts and collaborate closely with internal and external stakeholders.

Responsibilities

• Develop and implement strategic plans for the National Excellence Program aligned with organizational goals.
• Maintain comprehensive project plans using shared systems for workflows, timelines, and progress.
• Proactively identify program enhancements based on data, feedback, and stakeholder input.
• Oversee regional events and community combines from start to finish, including RFP development, selections, event planning, and delivery.
• Develop standardized event models to ensure consistency and operational excellence across all activations.
• Successfully drive the development and execution of National Excellence Program signature national activations, including Wild Card Playoff Camp and US Open Excellence Cup.
• Serve as primary liaison with chapters, USTA section staff, teaching professionals, and key stakeholders.
• Manage the Individual Player Grant program from application through compliance monitoring and outcome tracking.
• Facilitate regular strategy meetings and touchpoints with internal and external partners.
• Oversee programmatic aspects of designated funds in partnership with the Development team.
• Manage program budget, ensuring strategic resource allocation and fiscal accountability.
• Track program outcomes and impact metrics to measure effectiveness.
• Conduct evaluations of the National Excellence Program that identify lessons learned and inform continuous improvement.
• Provide regular updates to senior leadership on performance, challenges, and strategic recommendations.
• Work diligently in support of Programs & Services annual Operating plan goals, objectives, and key results.

Requirements

• BA college degree and/or relevant experience.
• 3-5 years of program management experience, preferably in youth development, sports, or nonprofit sectors.
• Proven ability to independently manage complex, multi-stakeholder projects from start to finish.
• Familiarity and knowledge of the college athlete recruitment process and NCAA rules.
• PREFERRED: High-level junior, collegiate, or professional tennis playing and/or coaching experience.
• Understanding of the junior tennis competitive pathway, tournament structure, and development ecosystem; prior coaching experience and player identification are a plus.
• Ability to design, implement, and measure effective and relevant tennis and youth development programs.
• Experience with large-scale, national corporate donor activations and employee engagement initiatives is a plus.
• Must have successfully managed a team of direct coaches or other frontline program staff.
• Must have an understanding of budget management in the non-profit context.

Qualifications

• Excellent interpersonal and communication skills (written and oral).
• Competent presenter to various individuals and groups.
• Ability to create and sustain highly effective strategic partnerships and relationships.
• Advanced competency in Google Workspace products, Microsoft Office Applications, and CRM tools.
• Experience with Salesforce, Novatus, and Concur is a plus.

Skills

• Strategic Planning
• Project Management
• Event Planning
• Grant Management
• Stakeholder Engagement
• Budget Management
• Communication
• Interpersonal Skills
• Presenting
• Partnership Building
• CRM Tools
• Google Workspace
• Microsoft Office
• Financial Analysis
• Leadership
• Team Management
• Program Evaluation
• Technology Proficiency
• Strategic Thinking
• Collaboration
• Leadership
• Project Execution
• Resource Allocation
• Stakeholder Input
• Strategic Partnerships
• Technology Proficiency
• Training and Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning
• Workforce Training
• Workforce Utilization
• Workforce Wellness
• Workforce Development
• Workforce Management
• Workforce Planning
• Workforce Retention
• Workforce Succession Planning