About the position
Wirecutter is looking for a People Operations and Employee Experience Senior Manager to support our efforts to build a strong and inclusive workplace for all employees. You will report to Wirecutter’s Director of Operations and Engagement and will work across the company to develop projects and programming to foster inclusivity and belonging, and build processes to support how well we work together.
You should have experience collaborating well with others, managing complex projects and using data to improve the employee experience. You will collaborate across Wirecutter departments and create a seamless partnership with central functions at the New York Times Company, including Talent and Inclusion (HR). This role is based in New York City and will work out of our Long Island City office.
You will develop Wirecutter people operations— recruiting, onboarding, offboarding and learning & development—in partnership with the Director of Engagement & Operations and NYT Talent & Inclusion
You will design programs to promote engagement and ensure an excellent employee experience
You will support internal communications work, which includes overseeing Wirecutter’s internal newsletter, managing company-wide announcements and reminders, and managing and strengthening internal communication guidelines and best practices, including Slack
You will launch and support diversity, equity and inclusion projects across the company
You will perform hands-on program management including development of program timeline and deliverables, monitoring and status reporting and budget tracking
You will provide people analytics support and communicate insights on essential engagement metrics and program effectiveness to guide how we set goals, make decisions and action plan
You will partner and work with a diverse group of colleagues across all Wirecutter departments and functions to ensure that we scale our people processes to support the work of our staff
You will promote a positive, fair, inclusive, and accountable workplace culture
5+ years of direct experience implementing people operations and programs related to employee engagement and experience
Experience building multiple, complex HR programs simultaneously, ideally in digital media organizations
Ability to move projects forward against ambitious timelines, and comfort working with some ambiguity
You have experience developing relationships and working with colleagues across the company to successfully implement and maintain HR programs
You can shift from big picture strategy to tactical support and execution
Comfort giving, receiving and sharing feedback
Interest in identifying opportunities to make things better whenever, wherever possible
Prior experience working with remote team members
Prior project management experience, though not necessarily as a formal project manager
Excellent written and verbal communication skills
You are detail oriented and organized with sound decision making ability
Passion for Wirecutter and The New York Times’s mission and commitment to be part of our innovation and growth
Wirecutter helps people buy the right things for the way they want to live. The site was founded by journalists in September 2011 and was acquired by The New York Times Company in October 2016. Our recommendations are made through vigorous reporting, interviewing, and testing by teams of veteran journalists, scientists, and researchers. Consider us a best-of list for everyday things; a curated gallery filled with only interesting, useful objects; a thank-you note to the designers and engineers who create the stuff that makes our lives better; a geeky friend with next-level research skills who tests everything they buy so you don’t have to. The point is to make buying great gear quickly easier so you can get on with living your life.
We pride ourselves on following rigorous journalistic standards and ethics, and we maintain editorial independence from our business operations. Our recommendations are always made entirely by our editorial team without input from our revenue team, and our writers and editors are never made aware of any business relationships. Wirecutter is mission-driven and reader-supported; learn more about us here.
Our Company Principles
Our principles help us create a work environment that breeds trust, respect, learning and is one that we all are excited about showing up to each day.
Seek Understanding: We are lifelong students who want to understand the world around us. We are curious to understand our readers, how we get better at our own disciplines and how we can work better together. This means we are active listeners, information hunters, and empathetic.
Explain Why: Because we seek to understand, we value the importance of explaining our ideas and our understanding. This means we are constructively candid, sharing our perspectives and the thought process behind it. And then learning from the conversation that ensues. We are all teachers and students, helping each other grow.
Solve Things: We love to solve things, whether they are our own problems, our readers problems or our colleagues problems. While we often can solve problems on our own, we believe our best results come out when we solve them together.
Get It Done: We are passionate about getting things done. Whether it is our own individual work or teamwork, our instinct is to forge a path forward and learn as we go. This means we continually focus on how to turn work into achievable chunks, communicate those effectively to the team and efficiently execute against them.
Make It Better: We aren’t satisfied with perpetuating the status quo. We’re always looking forward. We live to change the world around us for the better, making a difference in our own lives and our readers’ lives. If we are being ambitious enough, this means that we will both fail and succeed and we take pride in owning both of those outcomes as long as we are learning.
Even with our offices in New York City and Los Angeles, Wirecutter remains a highly remote-friendly culture, and proud to employ incredible people across the country. Right now, we are eligible to hire in AZ, CA, CO, CT, FL, HI, IA, IL, IN, MA, ME, MI, MN, NH, NY, OH, OR, PA, TX, UT, WA.
Overview of Benefits at Wirecutter and The New York Times Company
Though Wirecutter has physical locations in both NYC and LA, the company promotes and encourages a remote workforce, so that our employees can work in flexible and comfortable ways. We are committed to career development, supported by a formal mentoring program as well as tuition reimbursement. The New York Times Company offers frequent panel discussions and talks by industry leaders (Sheryl Sandberg, Melinda Gates and Ta-Nehisi Coates are a few recent examples), that we encourage our employees to attend.
We believe diversity fuels innovation and creativity, and we have a variety of employee groups and task forces across The New York Times Company and Wirecutter dedicated to fostering a diverse and inclusive workplace.
We offer a generous parental leave policy, which was recently expanded in response to employee feedback. Birth mothers receive 16 weeks fully paid, adoptive parents and birth fathers receive 10 weeks also fully paid. Similarly, we offer competitive health and dental insurance, as well as 401k matching.
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.