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About the Role

The Director of People Engagement will advise leaders across a complex organization with year-round and seasonal employees. This role serves as the principal partner to departments, leading work in employee relations, manager capability, performance, workforce planning, and talent development. The position requires sound judgment, relationship building, and problem-solving to strengthen organizational capability and employee experience.

Responsibilities

Partner with leaders to build trusted relationships and translate organization-wide people priorities into department plans.
Lead employee relations cases, investigations, corrective action, and conflict resolution, involving senior leadership and counsel in high-risk matters.
Coach leaders on feedback, documentation, performance, attendance, team dynamics, and inclusive management.
Develop usable manager resources and lead manager learning programs.
Develop workforce strategies that support business objectives and long-term organizational capability.
Advise leaders on organizational design, role clarity, team effectiveness, succession planning, and workforce capability.
Analyze workforce trends and organizational data to identify risks and recommend people strategies.
Support leaders through organizational change, restructuring, and evolving business priorities.
Partner with leaders to identify and resolve organizational and people-related challenges.
Coach managers on leadership effectiveness, performance management, employee development, communication, and accountability.
Promote consistent application of employment policies, practices, and organizational values.
Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies.
Partner with business leaders to anticipate workforce needs and develop talent strategies.
Collaborate with hiring managers throughout the recruiting and selection process.
Support leaders in attracting, selecting, onboarding, and retaining highly qualified employees.
Partner with managers to strengthen internal mobility and career development opportunities.
Support onboarding by partnering with enterprise onboarding resources.
Partner with leaders to identify organizational and individual development needs.
Assess leadership and manager capability gaps and recommend learning and development solutions.
Collaborate with People & Culture colleagues to design, implement, and evaluate learning and development initiatives.
Coach managers on the application of new skills and reinforce learning.
Support succession planning and career development by helping leaders identify growth opportunities.
Evaluate the effectiveness of learning initiatives.
Identify opportunities to improve manager capability, employee engagement, organizational effectiveness, and employee experience.
Support implementation of People & Culture developed enterprise initiatives within client groups.
Partner with People & Culture colleagues to ensure consistent delivery of enterprise programs and services.
Utilize workforce analytics and organizational insights to inform recommendations and evaluate outcomes.
Contribute to continuous improvement of People & Culture processes, practices, and service delivery.
Participate in cross-functional initiatives that strengthen organizational capability and operational effectiveness.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
Five to eight years of progressively responsible Human Resources experience in a business partner, employee relations, organizational development, or related professional role.
Experience partnering with leaders on workforce planning, employee relations, performance management, organizational effectiveness, and talent management.
Experience partnering with leaders to address workforce planning, employee relations, organizational effectiveness, performance management, and talent development in a dynamic organizational environment.
Strong consultative and relationship-building skills.
Proven capability to apply labor laws, address workplace concerns, and minimize institutional exposure.
Excellent written and verbal communication skills.
Demonstrated ability to influence and coach leaders at multiple organizational levels.
Strong analytical, problem-solving, and decision-making abilities.
Ability to manage confidential information with professionalism and discretion.
Demonstrated ability to balance multiple priorities while maintaining exceptional attention to detail.
Commitment to equity, inclusion, collaboration, and continuous improvement.

Skills

Consultative skills
Relationship-building skills
Labor law application
Workplace concern resolution
Written communication
Verbal communication
Influencing leaders
Coaching leaders
Analytical abilities
Problem-solving abilities
Decision-making abilities
Confidential information management
Priority management
Attention to detail
Equity
Inclusion
Collaboration
Continuous improvement
Overseeing or mentoring early-career Human Resources team members (preferred)

Location

New York City

Work Type

Full-time

Experience Level

5-8 years of HR experience
Progressively responsible HR experience

Education Level

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field
Equivalent combination of education and experience

Benefits

Medical insurance
Dental insurance
Vision insurance
20 Vacation days
7 sick days
10 paid holidays
2 floating holidays
403(b) retirement plan contribution
Commuter benefits
Flexible Spending Accounts
Employee Assistance Program
Paid primary caregiver leave
Paid secondary caregiver leave
Supplemental short-term disability insurance
Paid life insurance
Winter Fridays
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 from donations.
The High Line is owned by the City of New York and operates 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 and strongly encourages applications from people with a broad range of lived experiences.