Director of People Engagement

About Friends of the High Line The High Line is both a nonprofit organization and a public park on the West Side of Manhattan. We’re devoted to reimagining public spaces to create connected, healthy neighborhoods and cities through our work with communities on and off the High Line. Built on a historic, elevated rail line, the High Line was always intended to be more than a park. You can walk through the gardens, view art, experience a performance, enjoy food or beverage, or connect with friends and neighbors - all while enjoying a unique perspective of New York City. Nearly 100% of our annual budget comes through donations from people like you, who help us operate, maintain, and program the park. The High Line is owned by the City of New York and we operate under a license agreement with NYC Parks. Position Summary The Director of People Engagement will advise leaders across a complex organization with year-round and seasonal employees. Reporting to the Senior Director of People and Culture, this Director serves as the principal partner to departments and leads practical work in employee relations, manager capability, performance, workforce planning, and talent development. This position exercises sound judgment, builds trusted relationships, and helps leaders solve business challenges through effective people practices that strengthen organizational capability and employee experience. Primary Responsibilities Strategic Partnership and Organizational Effectiveness Partner with leaders to build trusted relationships with department heads and managers; understand operating needs, challenge assumptions, and translate organization-wide people priorities into department plans. Lead routine and moderately complex employee relations cases, investigations, corrective action, and conflict resolution. Evaluate evidence, consistency, employee dignity, and risk; involve the Senior Director 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 practical people strategies. Support leaders through organizational change, restructuring, and evolving business priorities. Partner with leaders to identify and resolve organizational and people-related challenges using sound judgment, professionalism, and discretion. Leadership Coaching and Employee Relations Coach managers on leadership effectiveness, performance management, employee development, communication, and accountability. Promote consistent application of employment policies, employment practices and organizational values. Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies. Talent Acquisition and Market Strategy Partner with business leaders to anticipate workforce needs and develop talent strategies aligned with organizational priorities. Collaborate with hiring managers throughout the recruiting and selection process, including position planning, competency identification, interview design, and candidate assessment. 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 to ensure successful employee integration and early productivity. Organizational Development and Learning Partner with leaders to identify organizational and individual development needs that support business priorities. Assess leadership and manager capability gaps and recommend appropriate learning and development solutions. Collaborate with People & Culture colleagues to design, implement, and evaluate enterprise learning and leadership development initiatives. Coach managers on the application of new skills and reinforce learning through ongoing consultation and feedback. Support succession planning and career development by helping leaders identify growth opportunities for employees. Evaluate the effectiveness of learning initiatives through feedback, business outcomes, and workforce metrics. Organizational Capability and Continuous Improvement 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. The desired experience of a successful candidate may include the following, but candidates will not be screened exclusively based on meeting these qualifications: Education Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience. 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. Skills 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. Demonstrated background in overseeing or mentoring early-career Human Resources team members is preferred. 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. Medical, dental, and vision insurance 20 Vacation days, 7 sick days, and 10 paid holidays with 2 floating holidays (prorated based on start date). Contribution in a 403(b) retirement plan Commuter benefits Flexible Spending Accounts Employee Assistance Program Paid primary and secondary caregiver leave Supplemental short-term disability insurance and 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 EEO Statement The High Line is guided by a series of values through which we make decisions, including hiring. These values 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. As part of our commitment to living up to these values and advancing equity within our organization and through our work, we are committed to an equitable hiring process. Hence, we strongly encourage applications from people with a broad range of lived experiences. This description shall not be construed as a contract of any sort for a specific period of employment. #J-18808-Ljbffr Friends of the High Line