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.

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.

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…