Sr. Manager, HR Business Partner

At Under Armour, you get the freedom to go further - no matter your role. That means developing, delivering, and selling state-of-the-art products and digital tools that make top performers even better.

Purpose of Role

The Sr. Manager HRBP – Retail & Corporate EMEA acts as the senior HRBP lead for day-to-day business partnership, HRBP team leadership and first-level escalation across the EMEA Retail and Corporate populations. The role strengthens consistency, leadership effectiveness, talent planning and people risk management across the region, while operating as an extension of the Sr. Director HR EMEA. This role is designed to create a stronger HRBP leadership layer, reduce escalation noise, build HRBP capability, and ensure business-facing HR delivery is consistently compliant and aligned with the broader EMEA HR operating model.

Your Impact

• Partner closely with the Sr. Director, HRBP – EMEA to shape and execute an integrated people strategy across Retail and Corporate, including workforce planning, organizational design, succession planning, engagement, and capability development.
• Serve as the senior HRBP escalation point for complex people matters, partnering with Teammate Relations and Legal on high-risk employee relations cases.
• Lead the HRBP coordination and business preparation for involuntary exits, in partnership with Legal, HR Operations and local stakeholders.
• Support and prepare Works Council consultation and negotiation processes in partnership with Legal, local leadership and the Sr. Director HR EMEA.
• Act as a trusted advisor to MT-level leaders and their teams, providing guidance across the full employee lifecycle and driving leadership effectiveness, accountability, and organizational health.
• Translate business strategy into people solutions, proactively identifying risks, opportunities, and interventions that improve performance, retention, and culture.
• Lead, coach, and develop 3 HRBP resources supporting Retail and/or Corporate populations, ensuring clear role ownership, execution rigor, and continuous development within the HRBP function.
• Create a single, aligned HR voice across Retail and Corporate by standardizing approaches, elevating capability, and ensuring consistent application of policies and practices.
• Operate with a player-coach mindset, flexing between strategic leadership and hands-on execution as business needs require.

Key Areas of Oversight

• Talent and succession planning
• Organizational effectiveness and change management
• Engagement and culture initiatives
• Performance management and year-end review cycles
• Compensation and benefits partnership

• Lead Talent Planning and EOY Performance processes for assigned populations, including preparation, facilitation, and presentation of outcomes and recommendations to senior leadership.
• Partner closely with HR analytics and business data to monitor trends (e.g., attrition, engagement, performance), using insights to drive continuous improvement and targeted interventions.
• Collaborate closely with HR Centers of Excellence and partners including HR Operations, Talent Acquisition, Total Rewards, Learning & Development, Legal, FP&A, Communications, and Transformation Office to deliver integrated people solutions.
• Lead or contribute to strategic HR initiatives and transformation projects, such as leadership development programs, structural reviews, workforce redesign, and regional change initiatives.
• Apply a project-management mindset to ensure initiatives are well-scoped, delivered on time, and aligned to business impact.

Qualifications

• 10+ years of progressive HR experience, with significant time spent in HR Business Partner roles supporting complex, matrixed organizations across multiple countries.
• Demonstrated experience supporting both Corporate and Retail (or field-based) populations, with a strong understanding of the differing operating rhythms, leadership styles, and risk profiles of each population.
• Proven experience leading or formally managing HRBP resources, or acting as a clear functional lead with accountability for execution, quality, and consistency of output.
• Strong EMEA labor law exposure, including hands-on experience with Works Council consultation and negotiation, restructuring and reorganizations, and sickness, reintegration, and employee protection frameworks, particularly in countries such as NL, DE, and FR.
• Experience partnering directly with exec-level or senior functional leaders, acting as a trusted advisor capable of influencing decisions—not simply executing requests.
• Demonstrated ability to translate business strategy into people strategy, including workforce planning, organizational design, succession planning, and capability development.
• Comfortable operating in environments with ambiguity, change, and phased decision-making, including temp-to-perm models and evolving organizational structures.
• Advanced employee relations capability, including experience managing sensitive and high-risk cases with strong judgment, discretion, and legal rigor.
• Strong cross-functional partnership skills, particularly with Legal, HR Operations, Total Rewards, Finance, and Talent Acquisition, to ensure aligned and well-executed outcomes.
• Player-coach mindset, able to flex effortlessly between strategic leadership and hands-on execution depending on business need.
• High emotional intelligence with the ability to balance empathy and accountability, particularly during periods of change, uncertainty, or organizational stress.
• Clear, grounded communicator who can create clarity, reduce noise, and build trust with leaders and teams during transformation.
• Ability to operate as an extension of the Sr. Director, not as a parallel operator or additional decision bottleneck.
• Comfort holding complexity across legal nuance, Works Council requirements, reintegration obligations, leadership pressure, and incomplete information—without creating noise or instability.
• Ability to build trust quickly with senior leaders seeking clarity and decisive guidance, and teams navigating uncertainty due to change and restructuring.
• Strong strategic patience—able to think in phases and options, rather than absolutes, aligned to staged org evolution and temp-to-perm models.

Benefits & Perks

• Paid “UA Give Back” Volunteer Days: Work alongside your team to support initiatives in your local community.
• Under Armour merchandise discounts.
• Health and fitness benefits, discounts and resources to promote physical activity and overall well-being.
• Hybrid work.
• 28 days holiday.
• Teammate Resource groups, e.g. Green Machine, Sustainability, LGBTQIA+, Women in Leading and Living, Balance for mental health and wellbeing.
• Human Performance Institute (Gym) on site.