Vice President, HR and Employee Engagement Communications

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 newsroom that's 1,700 strong and 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.

To help us do this essential work, The New York Times is hiring a Vice President, HR and Employee Engagement Communications.This role will be responsible for building and managing a team that drives strategic employee engagement communications across The Times, and focuses on the employee experience. This includes evolving the The Times employee narrative, and executing on programs that inform, inspire and engage employees at The Times to bring that narrative to life. In doing this, the Vice President, HR and Employee Engagement Communications primarily supports the Human Resources Leadership Team helping convey to the company employee programs, policies and initiatives in a way that builds and reinforces our desired company culture.

The Vice President, HR and Employee Engagement Communications will play a fundamental role in enhancing and elevating our culture, which stretches from newsdesks to security desks and from Seoul to College Point. The person in this role will be a trusted steward of our mission across the organization, helping people across The Times understand our journalism, of course, but also our values, which have sustained us over the last 170 years, and continue to guide all that we do.

We are looking for a proven employee experience leader who can skillfully navigate a matrixed organization, lead through change and growth, and is a strong communicator and writer with excellent judgment. You should be someone who can build trust across an organization, develop relationships with people no matter their department, focus or level, and then summarize what matters to them to leadership. This is a role that needs to work at different altitudes, one minute drafting an all-staff email and another minute shaping a high-level strategy. Ideally, you have experience leading a high-impact team. This role will report to the Senior Vice President, Culture and Communications, and will be based in New York City. This role is not eligible for remote work.

Responsibilities include:
  • Recruit, develop and lead a team of communications professionals responsible for supporting HR in developing and implementing employee engagement, talent management, benefits, well-being and DEI communications strategies and related deliverables including:
  • Strategic counsel
  • Employee narrative, brand and engagement
  • Change management communications
  • Executive leadership support
  • Employee-focused events and campaigns
  • Partners closely with the HR Leadership team to help craft an employee-focused content and messaging strategy across The Times.
  • Serves as a business partner to leaders responsible for delivering The Times employee brand experience and driving productive outcomes against employee experience initiatives as well as DEI communications.
  • Responsible for evolving The Times employee narrative and delivering it through creative execution including storytelling across various publishing platforms.
  • Creates a differentiated positioning for The Times employer brand that resonates with talent targets, aligns with corporate brand, keeps pace with evolving business priorities, and beats the competition.
  • Create stories that bring The Times HR leadership to life via speaking opportunities and digital engagement via LinkedIn and other influencer platforms that support recruitment and employee retention efforts.
  • Be a trusted advisor and culture champion across the organization; someone who tirelessly promotes a culture aligned to our values and expected behaviors.


What you'll bring:
  • Bachelor's degree and at least 10 years of communications, operations, employer brand or organizational culture experience.
  • Experience leading communications for an HR function.
  • Exceptional written and oral communications skills.
  • Highly innovative, creative and intuitive problem solver with strong command presence.
  • Strong presentation and coaching skills.
  • Experience in hiring, managing, and leading a team.
  • Team player who inspires and makes others better. You are always open, honest, and direct. And you treat everyone with respect, without fail.
  • A demonstrated track record of culture leadership in an organization, as well as partnership to leaders who have trusted you for strategic counsel and guidance.
  • Sensitivity, empathy and understanding for a diverse group of people across all levels and functions of an organization.
  • A demonstrated ability to solve problems, from big to small, drawing on best practices and creative and nimble strategies.
  • Skill in developing and carrying out strategic communications plans, including aligning goals, across complex organizations.
  • Entrepreneurial, collaborative, hands-on style, with an eye toward action and impact.
  • High standards for design and writing, as well as a strong attention to detail.
  • Ability to learn, synthesize, and accurately disseminate information across a variety of business areas.
  • Proven track record of continuously raising the bar to improve performance, challenging the status quo and driving step-change across the team.
  • Ability to thrive within a strong, inclusive culture that values hard work, humility, collaboration and concern for the well-being of others as demonstrated by a genuine interest in the career development plans of each colleague.
  • Focused on outcomes; motivated by excellent execution and driving superior results.
  • Possess resilience, sense of urgency and ability to handle challenging situations well.
  • Belief in the value of independent journalism to people and society as a whole, as well as the growing business that supports it.
  • Embodies a spirit of goodwill, humor and humility.

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The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does 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 New York Times Company will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local "Fair Chance" laws.