• Create presentations and decks for team meetings • Prepare and process invoices • Manage scheduling and calendar coordination • Help draft monthly memos for the steering committee • Handle external email communication with outside partners • Manage expense reimbursements • Assist with administrative processes more broadly • Help maintain Superbolt's performance management system • Support team member onboarding and offboarding • Help process raises and promotions • Keep the company org chart up to date • Own team time tracking and NPS • Assist with HR processes more broadly • Be available and responsive for ad hoc discussions with the team • Proactively resolve issues so the team can stay focused on client work

Role Description Hometown Soccer Holdings (HSH) is building something special, a portfolio of locally rooted MLS NEXT Pro clubs that reflect the passion, diversity, and community spirit of the sport and the places they call home. Creating clubs that genuinely matter to their communities starts with building an internal team that shares those values. The Vice President of People & Culture will serve as the enterprise HR leader responsible for shaping the people strategy, organizational culture, and talent infrastructure that enables HSH and its clubs to attract, develop, and retain exceptional talent. Reporting to the CEO, the VP of People & Culture will: - Design and implement scalable HR systems, organizational frameworks, and people operations infrastructure. - Lead enterprise talent acquisition strategy and partner with club leaders on workforce planning and hiring. - Build and manage leadership development programs, onboarding frameworks, and performance management systems. - Support distributed and remote workforce operations across all HSH clubs and the central office. - Drive employee engagement, culture-building initiatives, and organizational health programs. - Evaluate and deploy AI-enabled HR platforms and modern workforce management technologies. - Serve as a strategic advisor to senior leadership on organizational design, team structure, and people strategy. - Ensure compliance with employment law and HR best practices across all operating markets. - Perform additional duties as assigned. Qualifications - 10+ years of progressive HR leadership experience, with at least 5 years in a senior people leadership role. - Demonstrated experience supporting distributed, remote, or geographically dispersed organizations. - Strong organizational design, talent acquisition, and leadership development expertise. - Experience implementing HR technology platforms and driving HR operational efficiency. - Passion for modern workforce practices and comfort evaluating and adopting innovative HR tools. - Excellent interpersonal skills and a genuine ability to build trust and credibility across all levels of an organization. - Experience in sports, entertainment, or growth-stage environments strongly preferred.

• Own the design, standardization, and continuous improvement of global onboarding, offboarding, and employee lifecycle workflow processes for employees and contractors • Build and maintain process documentation: every workflow, SOP, and operational standard is documented, version-controlled, and accessible • Identify and prioritize automation opportunities across People Operations workflows, partnering with the UKG Ready Specialist and cross-functional stakeholders to reduce manual effort, improve accuracy, and increase scalability. • Partner with HRBPs, functional leaders, and the UKG Ready Specialist to ensure processes are aligned with business needs and executed consistently across the organization • Evaluate and recommend practical uses of AI and automation within People Operations while ensuring appropriate governance, privacy, and compliance controls. • Ensure processes are built for scale — designed to support a 500-person organization even when we are at 325 • Establish and enforce process standards across the People Operations team, in partnership with functional owners • Provide day-to-day operational leadership and guidance to the team — the person others come to when a process is unclear, a system is behaving unexpectedly, or an edge case needs a decision.

• Responsibility for the entire employee lifecycle — from recruiting and onboarding to development and offboarding • Develop and take ownership of the recruiting strategy • Build talent pipelines and actively source top specialist and leadership talent • Serve as the central point of contact for employees and managers on HR matters • Design initiatives in employer branding, talent management, learning & development, and employee retention • Draft employment contracts and support payroll administration • Analyze HR and recruiting metrics and prepare reports