Strategic Human Resources Manager

At The New York Foundling, we trust in the power and potential of people, and we deliberately invest in proven practices. From bold beginnings in 1869, our New York-based nonprofit has supported hundreds of thousands of our neighbors on their own paths to stability, strength, and independence.  We help children and families navigate through and beyond foster care. We help families struggling with conflict and poverty grow strong. We help individuals with developmental disabilities live their best lives, and we help our neighbors access quality health and mental health services—core to building lifelong resilience and wellbeing. Together, our interrelated programs provide a whole-person, whole-family, and whole-life approach that unlocks solutions for a lifetime. 

Serves as a strategic partner and administrative support to the Chief Human Resources Officer (CHRO) to drive alignment, execution, and integration of human resources initiatives across The New York Foundling. Supports HR operations and leadership through project management, analytics, and strategic coordination that strengthens workforce effectiveness and organizational performance.

Serves as a strategic partner and administrative support to the Chief Human Resources Officer (CHRO) to drive alignment, execution, and integration of human resources initiatives across The New York Foundling. Supports HR operations and leadership through project management, analytics, and strategic coordination that strengthens workforce effectiveness and organizational performance.

• Partner with the CHRO and HR leadership to coordinate and advance strategic HR initiatives, driving alignment across functions and consistent execution of organizational priorities.
• Assist the CHRO to manage a variety of cross-functional initiatives. This includes following up with the identified teams to work through the completion of projects, in addition to tracking measures of success, and managing the team(s) through successful completion of initiative(s) in different areas: learning and development performance management, recruitment, employee benefits, to strengthen accountability across teams.
• Support the CHRO to evaluate HR operations and business processes to identify gaps and inefficiencies, driving improvements that enhance effectiveness, scalability, and service delivery.
• Develop and maintain HR dashboards, reports, and performance metrics, tracking progress and highlighting opportunities to strengthen continuous alignment of the design of all HR programs with organizational objectives and track progress against NYF’ employee resources and strategies. Establish baselines and methodologies to track changes over time.
• Collaborate with Communications and leadership to develop materials and messaging, promoting clarity, transparency, and engagement around HR priorities and initiatives.
• Manage the CHRO’s calendar not simply as a to-do list but as a strategic tool, performing as a gatekeeper to protect the CHRO’s time, energy, and focus. Coordinate meetings, including agenda development and follow-up, facilitating alignment and driving progress on key initiatives.
• Partner with HR and Program Managers by providing scheduled data reviews and highlighting trends and potential risks that may impact the workforce, translating data into actionable insights that inform workforce strategy and decision-making.
• Performs various special studies and projects, and employee events.