Director of People Engagement

Friends of the High Line • New York, NY

12d

About The Position

The Director of People Engagement advises leaders across a complex organization with year-round and seasonal employees. Reporting to the Senior Director of People and Culture, the Director serves as the principal partner to departments and leads practical work in employee relations, manager capability, performance, workforce planning, and talent development. The role uses sound judgment, builds trusted relationships, and helps leaders address business challenges through people practices that strengthen organizational capability and employee experience.

The Director partners with department leaders on organizational effectiveness, workforce strategies, employee relations, leadership coaching, talent acquisition, organizational development, and continuous improvement. The role supports consistent delivery of People & Culture initiatives and services, using workforce analytics and organizational insights to inform recommendations and evaluate outcomes.

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 or development in a dynamic organizational environment.
• Strong consultative and relationship-building skills.
• Capability to apply labor laws, address workplace concerns, and minimize institutional exposure.
• Excellent written and verbal communication skills.
• 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.
• Ability to balance multiple priorities while maintaining exceptional attention to detail.
• Commitment to equity, inclusion, collaboration, and continuous improvement.

Nice To Haves

• Background in overseeing or mentoring early-career Human Resources team members.

Responsibilities

• Build trusted relationships with department heads and managers, understand operating needs, and translate organization-wide people priorities into department plans.
• Lead routine and moderately complex employee relations cases, investigations, corrective action, and conflict resolution; involve the Senior Director and counsel in high-risk matters.
• Coach leaders on feedback, documentation, performance, attendance, team dynamics, inclusive management, leadership effectiveness, communication, and accountability.
• Develop 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.
• Promote consistent application of employment policies, practices, and organizational values.
• Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies.
• Anticipate workforce needs and develop talent strategies aligned with organizational priorities.
• Collaborate with hiring managers on position planning, competency identification, interview design, candidate assessment, recruiting, and selection.
• Support leaders in attracting, selecting, onboarding, and retaining qualified employees, and partner with enterprise onboarding resources to support employee integration and early productivity.
• Partner with managers to strengthen internal mobility and career development opportunities.
• 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 enterprise learning and leadership development initiatives.
• Coach managers on applying new skills and reinforce learning through consultation and feedback.
• Support succession planning and career development by helping leaders identify employee growth opportunities.
• Evaluate learning initiatives through feedback, business outcomes, and workforce metrics.
• Identify opportunities to improve manager capability, employee engagement, organizational effectiveness, and employee experience.
• Support implementation of People & Culture enterprise initiatives within client groups and partner to ensure consistent delivery of programs and services.
• Contribute to continuous improvement of People & Culture processes, practices, and service delivery.
• Participate in cross-functional initiatives that strengthen organizational capability and operational effectiveness.

Benefits

• 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 and around the Meatpacking neighborhood
• Free entrance to Whitney Museum

What This Job Offers

• Job Type: Full-time
• Career Level: Director