Senior Manager, Organizational Enablement

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 ... (truncated, view full listing at source)