Senior Manager, People & Culture

Salary Range: $100,000–$110,000

The Senior Manager, People & Culture plays a key role in translating the High Line’s People & Culture and diversity, equity, inclusion, and accessibility (DEIA) strategies into strong day-to-day practices for managers and employees.

Reporting to the Senior Director of People & Culture, the Senior Manager serves as a trusted resource and coach to managers across the organization and provides hands-on leadership in workforce planning, organizational effectiveness, recruiting, onboarding, performance management, manager development, employee relations, talent and career development,  employee experience, learning and development, DEIA, and other employee lifecycle activities.

Working closely with the Senior Director, the Senior Manager will play an important role in implementing the High Line’s people, talent, manager-effectiveness, and DEIA priorities and helping ensure principles of equity, inclusion, accessibility, and belonging are reflected in how the High Line recruits, develops, supports, and engages employees.

The Senior Manager directly supervises the People & Culture Coordinator and is responsible for developing the Coordinator’s skills and capabilities, including supporting a potential career path into a People & Culture Generalist role.       

Primary Responsibilities

Manager & Organizational Support

• Serve as a primary P&C resource and coach for managers across the organization.
• Advise managers on workforce and staffing needs, team structure, role clarity, performance, feedback, accountability, employee development, team dynamics, and difficult conversations.
• Support managers through organizational and team changes and help identify broader workforce, capability, or management needs.
• Employee Relations & Risk Management
• Lead employee-relations matters, including performance concerns, conflict resolution, corrective action, investigations, and policy interpretation.
• Coach managers on addressing employee concerns promptly, fairly, consistently, and constructively.
• Promote fair, equitable, well-documented, and consistent people-management practices.
• Advise managers on the people-management aspects of involuntary separations and other significant employment decisions.
• Escalate significant, sensitive, legally complex, or high-risk matters to the Senior Director as appropriate.
• Identify recurring employee-relations themes that may point to broader management, policy, training, or organizational issues.

Talent Acquisition & Onboarding

• Lead the organization’s day-to-day talent acquisition approach and partner with hiring managers to clarify staffing needs, role requirements, and selection criteria.
• Manage senior-level, complex, and other assigned searches and 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, employer brand, and candidate experience.
• Lead the overall onboarding and integration experience and help managers effectively integrate new employees.
• Partner with appropriate P&C colleagues to ensure hiring and onboarding processes are effectively coordinated.

Performance, Learning & Career Development

• Lead implementation of the organization’s performance-management and manager-effectiveness practices.
• Coach managers on goal setting, feedback, development planning, performance concerns, accountability, and career conversations.
• Develop and implement manager and employee learning programs based on organizational needs, employee feedback, and workforce trends.
• Support career development, internal mobility, talent reviews, succession planning, mentoring, and other employee-development initiatives.
• Help managers assess employee development and advancement readiness and promote equitable access to growth opportunities.

Employee Experience, Engagement & DEIA and Belonging

• Lead implementation of employee engagement, recognition, culture, belonging, and retention initiatives.
• Help managers understand and respond to employee feedback and employee-experience issues within their teams.
• Support employee surveys, listening strategies, focus groups, and follow-up action planning.
• Use employee feedback and P&C data to help identify trends related to belonging, inclusion, accessibility, trust, and employee experience.
• Help integrate DEIA principles throughout recruiting, onboarding, performance management, learning, career development, and employee-experience practices.

• Coach managers on inclusive