Senior Manager, People & Culture

About the role

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.

Responsibilities

• 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.
• 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