Senior Manager, Organizational Enablement

Company: The New York Times
Location: New York City
Posted on: April 1, 2026

Job Description:

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It’s why we have a world-renowned newsroom that sends journalists to report on the ground from nearly 160 countries. It’s why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it’s why our business strategy centers on making journalism so good that it’s worth paying for. Overview: The Senior Manager, Organizational Enablement will be a key driver of organizational development and effectiveness, supporting performance, learning and career, and culture and inclusion programs. This role will partner with Senior Leadership, HR Partners and Department Leaders to identify talent needs and design and deliver solutions in support of organizational goals. It will report to the Vice President, Organizational Enablement. Responsibilities Talent Strategy and Solution Delivery Functional Talent Strategy Advisory: Collaborate with department / functional senior leaders and HR Business Partners to understand talent priorities, diagnose talent opportunities, and design and deliver talent solutions Enterprise Talent Solution Delivery: Deliver talent solutions to client groups, modifying as needed while aligning to enterprise standards, serving as a subject matter expert, and strategically integrating and operationalizing talent initiatives for departments to ensure alignment with overall business objectives. Talent Planning: Facilitate talent planning, talent reviews, ratings calibrations and critical role identification, including guiding the creation of development plans for identified successors, establishing progress-tracking processes, and building robust talent pipelines. Learning & Career Programs: Set learning and career development strategies and facilitate training and programs aligned with client needs, utilizing COE materials and modifying based on client needs. Career Frameworks: Design and operationalize career frameworks that align with job architecture, defining clear competencies, leveling, and mobility pathways for employees. Talent Consultation and Partnership Organizational and Talent Needs Assessment: Assess department talent priorities and team dynamics through consultation and other data sources, including employee survey results, performance data and learning survey results etc. Department / Team-Based Solutions: Design and deliver department or team-based solutions, including, but not limited to, organizational design and implementing programs, such as new leader integration, team building, etc. HRBP & Senior Leader Partnership: Serve as a key partner to HR Business Partners, & Leadership, influencing and persuading stakeholders at all levels of the organization. Develop resources for HR Business Partners to effectively implement strategic initiatives and sustain organizational change. Project Management and Delivery: Define project scope, objectives, and deliverables; develop detailed project plans, manage timelines, and allocate resources effectively. Functional Learning Needs Assessment: Assess learning needs across a department and develop technical and non-technical learning plans to address gaps and strengthen skills as needed. Talent Insights and Recommendations Department Talent Data: Analyze and interpret talent data sets (e.g., performance, learning, engagement surveys etc.) to provide actionable insights that inform Talent Enablement, department-level, and organizational initiatives and decisions. Industry Knowledge and Research: Stay current on and share industry practices and emerging trends in talent management and organizational development. Demonstrate support and understanding of our value of journalistic independence and a strong commitment to our mission to seek the truth and help people understand the world. Basic Qualifications: 7 years of progressive HR experience, with a focus on talent management, talent consulting, learning and development, and/or HR business partnering. 3 years of experience in direct client group management or human capital consulting Knowledge of HRIS systems (Workday preferred) and advanced Excel/Google Sheets skills. Preferred Qualifications: Proficiency in leveraging AI tools and advanced prompting techniques to synthesize complex talent data Change management expertise, including the ability to develop and implement change management plans. Bachelor's degree in HR, Business Administration, or a related field; Master's degree preferred. REQ-019824 The annual base pay range for this role is between: $135,000 - $150,000 USD For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. For roles outside of the U.S., information on benefits will be provided during the interview process. The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all backgrounds to apply. We are an Equal Opportunity Employer and do not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here . The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response. The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act. For information about The New York Times' privacy practices for job applicants click here . Please beware of fraudulent job postings. Scammers may post fraudulent job opportunities, and they may even make fraudulent employment offers. This is done by bad actors to collect personal information and money from victims. All legitimate job opportunities from The New York Times will be accessible through The New York Times careers site . The New York Times will not ask job applicants for financial information or for payment, and will not refer you to a third party to do so. You should never send money to anyone who suggests they can provide employment with The New York Times. If you see a fake or fraudulent job posting, or if you suspect you have received a fraudulent offer, you can report it to The New York Times at NYTapplicants@nytimes.com. You can also file a report with the Federal Trade Commission or your state attorney general .

Keywords: The New York Times, Freeport , Senior Manager, Organizational Enablement, Human Resources , New York City, New York