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Senior Manager, Employee Lifecycle

New York, NY, United States

About Us

Fanatics is building a leading global digital sports platform. We ignite the passions of global sports fans and maximize the presence and reach for our hundreds of sports partners globally by offering products and services across Fanatics Commerce, Fanatics Collectibles, and Fanatics Betting & Gaming, allowing sports fans to Buy, Collect, and Bet. Through the Fanatics platform, sports fans can buy licensed fan gear, jerseys, lifestyle and streetwear products, headwear, and hardgoods; collect physical and digital trading cards, sports memorabilia, and other digital assets; and bet as the company builds its Sportsbook and iGaming platform. Fanatics has an established database of over 100 million global sports fans; a global partner network with approximately 900 sports properties, including major national and international professional sports leagues, players associations, teams, colleges, college conferences and retail partners, 2,500 athletes and celebrities, and 200 exclusive athletes; and over 2,000 retail locations, including its Lids retail stores. Our more than 22,000 employees are committed to relentlessly enhancing the fan experience and delighting sports fans globally. 

 

About the Team

Fanatics Collectibles is a new company operating at the intersection of collectibles, culture, and technology. Backed by world-class investors, operators, and sports & entertainment partners, we are building the global leader in next-generation collectibles. As part of the broader Fanatics ecosystem, we leverage a digital sports platform that spans over 900 sports properties and engages more than 81 million fans. Together, we are reimagining every part of the collectibles experience for fans, partners, and creators.

 

Role Summary

We're seeking a strategic, highly organized, and data-driven Sr Manager, Employee Lifecycle to lead and continuously enhance the core employee lifecycle programs that shape the employee experience at Fanatics Collectibles. This role serves as a critical partner to the Sr. Director, Human Resources, helping design, execute, and optimize annual talent programs spanning onboarding, performance management, talent assessment, compensation planning, learning, compliance, and employee development.

This individual will act as the operational backbone for the People team's annual program portfolio, ensuring initiatives are delivered with excellence while identifying opportunities to improve efficiency, visibility, decision-making, and employee outcomes through data, automation, and AI-enabled workflows.

The ideal candidate combines strong program management capabilities with a continuous improvement mindset and is energized by the intersection of people, data, and emerging technologies. They are equally comfortable managing complex cross-functional initiatives, analyzing program effectiveness, and exploring how AI tools and intelligent workflows can help scale People programs more effectively.

 

What You'll Do

Core Employee Lifecycle Programs

  • Own the planning, execution, communication, and continuous improvement of annual employee lifecycle programs, ensuring a consistent and scalable employee experience across the organization.
  • Lead the end-to-end administration of performance management processes, including performance check-ins, mid-year Talent Assessment Planning (TAP), calibration activities, year-end reviews, manager enablement, employee communications, training sessions, office hours, and program reporting and tracking.
  • Partner closely with HRBPs, Compensation, HRIS, and business leaders to support year-end compensation planning processes and ensure seamless execution across interconnected talent programs.
  • Maintain the annual People Programs roadmap and operating calendar, proactively managing milestones, dependencies, stakeholder communications, risks, and program outcomes across the employee lifecycle.
  • Develop and maintain program timelines, governance structures, stakeholder communications, toolkits, quick reference guides (QRGs), training materials, and execution plans that enable successful program delivery.
  • Serve as the primary coordinator across People, Compensation, HRIS, Recruiting, and business stakeholders to align priorities, milestones, dependencies, and program outcomes.
  • Lead change management and adoption efforts for new People programs, processes, technologies, and employee experience initiatives, ensuring successful implementation and sustained organizational adoption.

 

Policy, Process & Knowledge Management

  • Lead the development and ongoing maintenance of a centralized People policy and process library, partnering with subject matter experts to document, standardize, and scale critical processes.
  • Ensure policies, procedures, and employee-facing resources remain current, accessible, and aligned with organizational needs.
  • Partner with HRIS and technology stakeholders to maintain and enhance employee lifecycle technology solutions, including performance management, talent planning, onboarding, and learning functionality within Oracle and related platforms.

 

Employee Onboarding

  • Own and evolve the company's onboarding experience, including functional area and role-specific enablement programs designed to increase employee velocity to productivity.
  • Lead ongoing employee journey mapping efforts to identify opportunities to improve key lifecycle moments and increase employee engagement, effectiveness, and retention.
  • Partner with business leaders to design, implement, maintain, and evolve functional onboarding experiences that help employees understand how teams contribute to the end-to-end Collectibles value chain.

 

Learning & Manager Enablement

  • Design and deliver manager and employee training programs supporting performance management, talent development, compliance, and organizational effectiveness.
  • Facilitate training sessions, office hours, workshops, and learning experiences that improve manager capability and employee success.
  • Partner with business leaders and subject matter experts to develop scalable onboarding, manager enablement, and functional training experiences.

 

 

Data, Insights & Program Optimization

  • Establish and maintain program metrics, dashboards, and reporting mechanisms to measure participation, effectiveness, adoption, and business impact across employee lifecycle programs.
  • Partner with People Analytics and HRIS teams to leverage workforce data, identify trends, generate actionable insights, and recommend program enhancements.
  • Utilize data-driven approaches to improve program effectiveness, increase visibility into key talent processes, and support faster, more informed decision-making.
  • Translate program data and workforce insights into recommendations that improve employee experience, manager effectiveness, and business outcomes.

 

AI & Process Innovation

  • Identify opportunities to leverage AI tools, automation, and intelligent workflows to improve the efficiency, scalability, and employee experience of People programs.
  • Partner with People Analytics, HR Technology, and business stakeholders to pilot and implement AI-enabled solutions that streamline communications, reporting, training, documentation, and program administration.
  • Continuously evaluate emerging technologies and best practices to enhance operational effectiveness and improve outcomes across the employee lifecycle.
  • Help establish scalable, repeatable approaches for integrating AI into People processes while maintaining quality, consistency, and employee trust.

 

 

What You Bring

Qualifications

  • 6–8+ years of experience in HR program management, talent management, organizational development, learning and development, HR operations, or related People functions.
  • Proven experience leading and executing enterprise-wide employee lifecycle programs, including performance management, talent reviews, compensation planning, onboarding, learning, or employee development initiatives.
  • Strong program and project management skills, with demonstrated ability to drive complex cross-functional initiatives from planning through execution and continuous improvement.
  • Experience leveraging data, reporting, and workforce insights to evaluate program effectiveness, identify opportunities, and influence decision-making.
  • Demonstrated ability to build scalable processes, operating models, communications, and enablement resources that support organizational growth.
  • Experience partnering with HRIS, Compensation, People Analytics, and business stakeholders to deliver integrated People programs.
  • Strong written and verbal communication skills, including facilitation of training sessions, workshops, office hours, and stakeholder presentations.
  • Highly organized with exceptional attention to detail and the ability to manage multiple priorities in a fast-paced, evolving environment.
  • Experience using AI-powered tools and workflow automation solutions to improve productivity, program delivery, knowledge management, or employee experience.
  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Communications, or a related field.

 

Preferred

  • Experience supporting performance management, talent planning, compensation planning, or organizational effectiveness programs at scale.
  • Familiarity with Oracle HCM or similar HRIS platforms.
  • Experience building dashboards, reporting frameworks, or program measurement strategies.
  • Experience leveraging AI tools, AI agents, workflow automation, or emerging technologies to improve People processes and operational effectiveness.
  • Certification in Project Management, Human Resources, Change Management, Organizational Development, or related disciplines.

 

 

Ensure your Fanatics job offer is legitimate and don’t fall victim to fraud.  Fanatics never seeks payment from job applicants. Feel free to ask your recruiter for a phone call or other type of communication for interview, and ensure your communication is coming from a Fanatics email address (including @collectfanatics.com).  For added security, where possible, apply through our company website at www.fanaticsinc.com/careers

The salary range represents base pay only and does not include short-term or long-term incentive compensation.  This salary range is specific to New York City and may not be applicable to other locations.  When determining base pay, as part of a final compensation package, we consider several factors such as location, experience, qualifications, and training. For information about our benefits, please visit https://benefitsatfanatics.com/

NYC Salary Range

$140,000 - $170,000 USD

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