Human Resources Business Partner

Fanatics Commerce is the global leader in licensed sports merchandise, operating a vertically integrated platform that designs, manufactures, and delivers officially licensed apparel, jerseys, headwear, and collectibles for major leagues, teams, and events worldwide. With more than 900 e-commerce sites and a global omnichannel presence across digital, in-venue, and retail, Fanatics Commerce reaches fans in over 180 countries and powers official fan experiences for many of the world's most iconic sports properties. At Fanatics, we bring our BOLD Leadership Principles to life every day - building championship teams, obsessing over fans, acting with entrepreneurial speed, and delivering with a determined and relentless mindset. As we continue to scale our global platform, the Human Resources Business Partner will play a critical role in driving workforce planning, employee relations, and organizational effectiveness across Fanatics Commerce. ROLE OVERVIEW The Human Resources Business Partner enhances people practices to grow next-level player development and support Fanatics Commerce business operations. This role partners with leaders to drive workforce planning, employee relations, talent development, and organizational change in a fast-paced, evolving environment — anchored in influence, trust, data integrity, and risk awareness. The Human Resources Business Partner delivers business and fan impact through BOLD leadership and execution excellence, leveraging data, automation, and AI-enabled insights. HOW WILL YOU DRIVE IMPACT Success is measured by the ability to deliver results through BOLD capabilities and measurable outcomes. Team & Leadership Impact  (Build Championship Teams) Cross-Functional Leadership: Partner with assigned client groups to understand business objectives, risks, and priorities, translating them into effective people strategies that align with the "One Fanatics" approach. Clarify decision-making rights and escalation paths for employee relations, policy application, and business-critical people decisions to enable clear, accountable leadership. Lead leaders through change and ambiguity by using data to diagnose issues, evaluate options, and drive durable, organization-wide solutions. People Leadership: Serve as a recognized key resource and approachable coach for employees and managers, effectively facilitating coaching and counseling conversations at all levels. Act as a role model of excellent people-practice, leadership, coaching, and motivational skills — willing to be hands-on in reinforcing strong HR behaviors across the organization. Support organizational and behavioral change initiatives in fast-paced, evolving environments, guiding leaders with clarity and confidence. Fan & Customer Impact  (Obsessed with Fans) Partner with managers on performance management, compensation reviews, employee development, and workforce planning initiatives that build the high-performing teams behind the fan experience. Proactively identify and address people-related challenges and opportunities that directly impact business execution and the ability to deliver for fans. Develop high-quality solutions, action plans, and metrics aligned to business goals and talent needs, ensuring teams are equipped to serve fans at the highest level. Ensure assigned locations remain compliant with applicable employment laws and company policies, protecting both employees and the integrity of the fan-facing business. Innovation & Problem Solving  (Limitless Entrepreneurial Spirit) Analyze organizational health using key people metrics — engagement, retention, and performance trends — and provide data-driven recommendations that inform smarter people strategies. Apply in-depth knowledge of employment law to day-to-day coaching, counseling, performance management, and disciplinary actions, developing creative and compliant solutions to complex challenges. Investigate complex employee relations matters and recommend effective, compliant resolutions aligned with company values, bringing fresh thinking to recurring and novel issues alike. Assist with the design, implementation, and administration of HR policies and procedures related to compensation, employment decisions, and employee development to keep pace with a growing, evolving business. Ownership & Execution  (Determined & Relentless Mindset) Own ER strategy and execution for assigned client groups, escalating sensitive and high-risk matters appropriately while driving resolution with a sense of urgency and accountability. Manage a range of tasks and competing priorities simultaneously, demonstrating self-motivation, proactivity, and the ability to go above and beyond in a fast-paced, dynamic environment. Prepare clear and concise reports and deliver formal presentations or training to all levels of the organization, communicating insights and recommendations with confidence and precision. Perform other projects and initiatives as assigned, approaching every challenge with strategic agility and a relentless commitment to execution. AI & DIGITAL CAPABILITY We are building a future-ready organization. This role is expected to: Apply AI and technology to improve efficiency, quality, and outcomes Use data and digital tools to inform decisions and enhance performance Demonstrate curiosity and adaptability in adopting new technologies and ways of working Contribute to a culture of innovation and continuous improvement CAPABILITIES & EXPERIENCE YOU BRING Required Qualifications: Proven knowledge of HR administration procedures, EEO and related labor laws, employment law, and job analysis methodologies, with the ability to apply that knowledge in day-to-day HR practice. Demonstrated ability to establish trust and build productive relationships at all levels of the organization, serving as an approachable and credible resource for both employees and managers. Exc