Job Description

Pay: Up to $30.77/hour (non-exempt)

The People & Culture Coordinator provides essential administrative, recruiting, onboarding and offboarding, employee-lifecycle, and program support to the People & Culture team.

Reporting to the Senior Manager, People & Culture, the Coordinator supports recruiting, onboarding and offboarding, employee communications, learning and development, engagement initiatives, career-development programs, HR documentation, reporting, and other day-to-day P&C activities.

The Coordinator serves as an accessible first point of contact for routine employee needs and works closely with colleagues across People & Culture to help ensure employees and managers receive responsive, accurate, and employee-centered support.

This role is designed as a developmental opportunity. As the Coordinator builds knowledge, judgment, and HR capabilities, the position will progressively take on greater independent responsibility, creating a potential career path into a People & Culture Generalist role.

Primary Responsibilities

Recruiting

• Coordinate job postings and maintain recruiting records and trackers.

• Schedule interviews and manage candidate communications.

• Conduct initial phone screenings with candidates for assigned positions and share relevant feedback with hiring managers and the P&C team.

• Coordinate interviews and maintain regular communication with candidates and hiring managers throughout the recruiting process.

• Manage recruiting for assigned positions, including developing and posting job advertisements, sourcing and reviewing candidates, conducting initial interviews, and advancing qualified candidates through the selection process.

• Coordinate background checks, references, offer documentation, and other pre-employment activities.

• Support recruiting events, candidate sourcing, and talent-pipeline initiatives.

• Help ensure candidates receive a responsive and positive experience throughout the hiring process.

Onboarding & Offboarding

• Coordinate new-hire orientation and onboarding schedules, including schedules, communications, documentation, and follow-up with hiring managers and P&C colleagues.

• Track onboarding requirements and completion.

• Coordinate routine offboarding activities, documentation, checklists, and return-of-property processes.

• Support exit-feedback administration and recordkeeping.

Employee & P&C Support

• Serve as an accessible first point of contact for routine employee questions and direct more complex matters to the appropriate P&C team member.

• Maintain employee records, personnel files, HRIS information, forms, templates, trackers, calendars, and P&C documentation.

• Perform authorized HRIS transactions and support data accuracy.

• Prepare routine employment letters, verifications, reports, and employee communications.

• Support invoices, vendors, scheduling, and administrative workflows.

Learning, Engagement & Employee Experience

• Coordinate training and development programs, including scheduling, communications, materials, attendance, and follow-up.

• Support employee engagement, recognition, culture, DEIA, accessibility, and employee-experience initiatives.

• Assist with employee surveys, focus groups, listening activities, and related communications.

• Maintain participation data and program materials.

• Support career-development, mentoring, and other employee-development programs.

Benefits & Employee Lifecycle Support

• Partner with appropriate P&C team members to support benefits, payroll, leave, retirement, and other employee-service processes.

• Help employees navigate routine questions and connect them with the appropriate subject-matter expert when needed.

• Support employee communications, enrollment materials, records, and documentation.

• Maintain strict confidentiality regarding employee information and P&C matters.

Development Toward People & Culture Generalist

The High Line is committed to employee growth and development. A successful Coordinator will have opportunities to progressively develop capabilities that could position them for advancement into a People & Culture Generalist role.

Development opportunities may include progressively taking responsibility for:

• Managing increasingly complex recruiting searches and taking greater responsibility for advising hiring managers throughout the recruitment process.
• Independently managing routine onboarding and offboarding processes.
• Responding to a broader range of routine P&C policy and process questions.
• Supporting managers on routine HR processes.
• Leading defined components of employee learning, engagement, career-development, and employee-experience programs.
• Supporting lower-complexity employee-relations matters with appropriate guidance.
• Participating in increasingly complex employee-lifecycle and P&C projects.
• Developing stronger working knowledge of HR policies, employment practices, and applicable laws.

Advancement would be based on demonstrated performance, increased capability, organizational need, and readiness to independently perform Generalist-level responsibilities.

Requirements

• Bachelor’s degree or equivalent combination of education and relevant professional experience.
• At least 2 years of HR, recruiting, administrative, employee-services, or related experience preferred.
• Strong organizational skills and exceptional attention to detail.
• Strong written and verbal communication skills.
• Ability to manage multiple priorities and deadlines.
• Strong customer-service orientation and interest in supporting employees.
• Ability to handle sensitive information with discretion and confidentiality.
• Comfort learning HR technology and maintaining accurate records and data.
• Demonstrated commitment to diversity, equity, inclusion, accessibility, and creating a positive employee experience.
• Strong interest in developing a career in Human Resources/People & Culture.

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).

● Paid primary and secondary caregiver leave

● Supplemental short-term disability insurance and paid life insurance

● Winter Fridays

● Commuter benefits

● Flexible Spending Accounts

● Contribution in a 403(b) retirement plan

● Employee Assistance Program

● 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

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 while enjoying a unique perspective of New York City. Nearly 100% of our annual budget comes through donations. The High Line is owned by the City of New York, and we operate under a license agreement with NYC Parks.

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.