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About the Role

The Senior Manager, People & Culture translates People & Culture and DEIA strategies into daily practices for managers and employees. This role serves as a trusted resource and coach, providing leadership in various HR functions including workforce planning, recruiting, performance management, employee relations, and DEIA.

Responsibilities

• Serve as a primary P&C resource and coach for managers.
• Advise managers on workforce needs, team structure, performance, feedback, and employee development.
• Support managers through organizational changes.
• Lead employee-relations matters, including performance concerns, conflict resolution, investigations, and policy interpretation.
• Coach managers on addressing employee concerns promptly, fairly, and constructively.
• Promote fair, equitable, and consistent people-management practices.
• Advise managers on people-management aspects of involuntary separations and other employment decisions.
• Escalate significant, sensitive, or high-risk matters to the Senior Director.
• Identify recurring employee-relations themes indicating broader issues.
• Lead the organization’s day-to-day talent acquisition approach.
• Partner with hiring managers to clarify staffing needs and selection criteria.
• Manage senior-level and complex searches.
• Provide oversight and coaching to the Coordinator on searches they manage.
• Advise hiring managers on sourcing, interviewing, candidate assessment, and selection decisions.
• Build diverse talent pipelines and strengthen equitable hiring practices.
• Lead the overall onboarding and integration experience.
• Help managers effectively integrate new employees.
• Partner with P&C colleagues to ensure coordinated hiring and onboarding processes.
• Lead implementation of performance-management and manager-effectiveness practices.
• Coach managers on goal setting, feedback, development planning, and career conversations.
• Develop and implement manager and employee learning programs.
• Support career development, internal mobility, talent reviews, and succession planning.
• Help managers assess employee development and advancement readiness.
• Lead implementation of employee engagement, recognition, culture, and retention initiatives.
• Help managers understand and respond to employee feedback and experience issues.
• Support employee surveys, listening strategies, and action planning.
• Use employee feedback and P&C data to identify trends related to belonging and inclusion.
• Help integrate DEIA principles throughout HR practices.
• Coach managers on inclusive leadership and equitable decision-making.
• Support employee listening and DEIA learning initiatives.
• Provide guidance to managers on promotions, transfers, and separations.
• Collaborate with P&C colleagues on operations, systems, compensation, benefits, and compliance.
• Support consistent application of P&C policies and processes.
• Use data to identify opportunities to strengthen P&C practices.
• Directly supervise, coach, and develop the People & Culture Coordinator.
• Establish clear expectations and provide opportunities for the Coordinator to take on more responsibilities.
• Support the Coordinator’s potential development into a P&C Generalist role.
• Ensure high-quality, timely, confidential, equitable, accessible, and employee-centered P&C service.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent professional experience.
• Approximately 5–7+ years of progressive HR/P&C experience.
• Experience advising and coaching managers on performance, employee relations, recruiting, and employee-development matters.
• Demonstrated experience supporting or implementing DEIA initiatives within an organization.
• Strong understanding of inclusive and accessible workplace practices.
• Demonstrated recruiting and talent-acquisition experience.
• Strong understanding of HR practices and applicable employment laws.
• Strong interpersonal, coaching, problem-solving, and communication skills.
• Ability to exercise sound judgment and maintain confidentiality.
• Experience supervising or developing junior HR staff preferred.
• SHRM-CP, PHR, or comparable certification preferred.

Skills

• People & Culture strategy
• Diversity, Equity, Inclusion, and Accessibility (DEIA)
• Workforce planning
• Organizational effectiveness
• Recruiting
• Onboarding
• Performance management
• Manager development
• Employee relations
• Talent and career development
• Employee experience
• Learning and development
• Coaching
• Problem-solving
• Communication
• Talent acquisition
• Inclusive leadership
• Equitable decision-making

Location

• New York City

Work Type

• Full-time

Experience Level

• Senior Manager
• 5-7+ years of progressive HR/P&C experience

Education Level

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent professional experience.

Salary/Compensations

• $100,000–$110,000

Benefits

• Medical, dental, and vision insurance
• 20 Vacation days, 7 sick days, and 10 paid holidays with 2 floating holidays
• Paid primary and secondary caregiver leave
• Supplemental short-term disability insurance and paid life insurance
• Winter Fridays
• Commuter benefits
• Flexible Spending Accounts
• Contribution in a 403(b) retirement plan
• Employee Assistance Program
• Growth and Development career opportunities
• Discounted Citi Bike Membership
• Discounts with vendors on the High Line & around the Meatpacking neighborhood
• Free entrance to Whitney Museum

About the Company

• The High Line is a nonprofit organization and a public park on the West Side of Manhattan.
• Dedicated to reimagining public spaces to create connected, healthy neighborhoods and cities.
• Built on a historic, elevated rail line, intended to be more than a park.
• Offers opportunities to walk through gardens, view art, experience performances, enjoy food or beverages, and connect with others.
• Nearly 100% of the annual budget comes through donations.
• Owned by the City of New York and operated under a license agreement with NYC Parks.

Equal Opportunity

• The High Line is guided by values that include proactively creating access points for all people, regardless of age, sex, color, creed, race, income, country of origin, religion, sexual orientation, or gender identity.
• Committed to an equitable hiring process.
• Strongly encourage applications from people with a broad range of lived experiences.