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WNYC, NY Public Radio Chief Human Resources Officer in New York City, New York

Chief Human Resources Officer

Human Resources New York City, New York



Chief Human Resources Officer


New York Public Radio (“NYPR”) is a global leader in audio content creation and one of the largest public radio station groups in the nation. The organization produces award winning enterprise journalism, operates a best-in-class classical music service, nurtures today’s most creative talent, and creates innovative programming and products that bring the best of public radio to listeners everywhere.

The organization has grown dramatically in the scope of its operations, programming and offerings – serving audiences in New York and beyond through radio, on digital platforms, and live event programming. With a budget of $90 million, New York Public Radio’s portfolio includes New York’s NPR news station, WNYC, the online news site Gothamist; the classical music service WQXR; WNYC Studios, a podcast division; and Jerome L. Greene Space, a live events and performance space. Today, New York Public Radio reaches 1.5 million listeners a week on WNYC and WQXR, and an additional 6.2 million listeners through our national broadcast programming. Gothamist reaches 2 million readers every month, and WNYC Studios podcasts average 21 million monthly downloads.

What began as a city-owned radio station is now an independent non-profit media organization known for its innovation in audio content creation, public service local journalism, and commitment to classical music. Local and national programs include the Peabody Award- winning The Brian Lehrer Show, All of It with Allison Stewart, The Takeaway, and On the Media produced by WNYC; and Carnegie Hall Live produced by WQXR. Leading WNYC podcasts include Radiolab, Death Sex & Money, The New Yorker Radio Hour, United States of Anxiety, and Dolly Parton’s America. Since 2000, NYPR has won 10 George Foster Peabody Awards and three Alfred I. DuPont Columbia University Awards, as well as awards from the New Jersey Society of Professional Journalists, the Garden State Journalists Association, the Online News Association Award, Third Coast International Audio Festival, the National Association of Black Journalists, and the New York Press Club.


  • WNYC: Listener-supported WNYC is the home for independent journalism and courageous conversation on air and online. Broadcasting live from New York City on 93.9 FM and AM 820 and available online and on the go.

  • WQXR: New York City’s only classical music service shares its audience’s passion for music by playing the most outstanding pieces on air, online and through our app; producing podcasts about music and culture; and serving as an essential partner to New York’s cultural community. WQXR is made possible thanks to the generous support of its members and sponsors.

  • Gothamist: A website about New York City news, culture and events, brought to you by New York Public Radio. The website brings news and opinions to New Yorkers and the people who want to be them. After almost 20 years online, the Gothamist is famous for a voice that readers know and trust.

  • The Jerome L. Greene Space: located in the heart of SoHo, NYPR’s live event space hosts live events and performances at the intersection of arts, journalism, and media

  • WNYC Studios: The premier producer of on-demand and broadcast audio to diverse perspectives and unique stories that inspires and delights millions of engaged listeners each month.

    NYPR's mission is to make the mind more curious, the heart more open and the spirit more joyful through excellent audio programming that is deeply rooted in New York. Summary The Chief Human Resources Officer (CHRO) will report to the President and CEO and will be a member of the CEO’s executive management team. The CHRO is a key strategic leader who will champion a culture of excellence and innovation at NYPR. The successful candidate will be an integral part of the senior leadership team and will partner with senior leaders to set strategy and develop a human resources agenda that supports and aligns with the organization’s mission, strategy, and goals. The CHRO is responsible for all HR matters for approximately 350 employees, with over a third union-represented, as well as freelancers and temporary staffers. Additionally, this leader will be responsible for the full range of human resource functions, with a particular focus on workforce planning, talent acquisition, development and the creation of a culture that is diverse, equitable and inclusive. New York Public Radio is seeking a visionary leader, creative thinker and clear and open communicator who can support current systems and structures to enhance trust in human resources. This is a transformational moment and a new chapter at New York Public Radio, and the new CHRO will be a critical part of the new story. The CHRO will lead a team of eight to nine direct reports and work closely with the Chief Diversity Officer & the Culture Equity & Inclusion Working Group to continue NYPR’s commitment to building a fair and equitable workplace for all. See more about Race Equity Action Plan and link below. The successful candidate will have strategic human resources experience leading a high performance culture and creating a positive, accountability-based work environment. They will have the ability to establish credibility at all levels of the organization, a strong leadership profile, exceptional communication skills. Although broad-based knowledge of HR programs and strategies is highly important, NYPR is also seeking a mission-oriented and business-minded leader who understands the levers that will drive growth and increase organizational capacity. Specifically, this individual will bring a holistic, strategic approach to the entire employee lifecycle from the early stages of attraction and on-boarding through career development, learning, training and performance management/assessment.


  • Serve as a collaborative partner to senior leadership in developing overall organizational strategy and focus on a transformational talent agenda designed to recruit, develop, and retain the very best talent.

  • Protect and uphold the mission and values of the organization.

  • Build on the organization’s commitment to diversity, equity, and inclusion – and the productive values of DEI, both internally and in the marketplace.

  • Deliver proactive, strategic guidance and support for organizational planning and development initiatives that align the human resources agenda in support of key initiatives and goals.

  • Serve as trusted counsel to staff in the areas of employee wellness, learning and development, and career pathways, with a focus on deepening employee engagement and cultivating a sense of belonging.

  • Lead and support a collaborative and respectful relationship with the union that represents the interests of 34% of the organization’s workforce.

  • Translate employee and organizational needs into HR approaches that are simple, relevant and add value. This involves continuously reviewing what we do, why and how, ensuring our processes/strategies are appropriate given our size and expectations of the business.

  • Create a compelling talent acquisition process to recruit, motivate, train, and develop high quality talent in all segments and organization functions. Maximize the efficiency, quality, diversity, and cost effectiveness of the recruiting process.

  • Develop internal communications strategies that are equitable, diverse, inclusive, and accessible – enabling staff to feel connected to the organization and its mission. Collaborate with and advise senior leaders on organizational effectiveness, onboarding, talent development, and succession planning, including reinvigorating the organization’s performance appraisal efforts.

  • Assist senior leadership in productive and innovative workforce planning strategies that encourage collaboration, build trust and effectively allocate resources.

  • Anticipate key organizational issues and ensure that exceptional human resource consultancy services are delivered to all managers and team members.

  • Leverage data and analytics to increase employee engagement and maximize audience service.

    Pivotal Experience & Expertise The ideal candidate will bring a successful and progressive track record of HR positions within nimble, action-oriented organizations characterized by collaboration and a strong focus on client service. This individual will have an appreciation for discipline and process, but will also have the ability to demonstrate flexibility and innovation. Furthermore, this leader will have a reputation for discretion, integrity, judgment, responsiveness, strong attention to detail and common sense. Overall, the CHRO should be a hands-on self-starter and possess the ability to act autonomously in strategizing, articulating and executing human capital practices.

    In addition, the individual will demonstrate:

  • Strategic Human Capital Leadership: Senior human resource leadership experience and technical depth in all areas of HR, including talent strategy, talent management/acquisition, organizational development/design, culture creation, employee relations/engagement, total rewards, and HR operations/technology, having served as a CHRO/CPO or a regional/divisional HR or Center of Excellence (CoE) leader.

  • Business Acumen and Industry Understanding: Demonstrated understanding of the strategic, operational and financial components of business management and how they link to human capital, having led teams (inside or outside of the HR function) and served as an advisor/partner at the highest level within an organization; experience supporting a similar employee population to that of NYPR (e.g. journalists, content creators, producers, fundraisers, etc.); exposure to working within the media/entertainment sector is highly beneficial, but not required.

  • Building/Transformation Experience: A track record of operating in business environments requiring evolution/transformation, both inside and outside of the HR function; this individual has demonstrated the initiative/capability to both design and execute plans for positive change, particularly in the areas of people and culture enhancement, training and career development, in the face of resistance or constraints

  • Diversity & Inclusion Leadership: This executive will bring an intentional focus on and commitment to equity, diversity and inclusion to help drive the strongest possible success within NYPR. They will aim to draw from a wide range of backgrounds, experiences, and perspectives to foster innovation and engagement at all levels of the organization

  • Stakeholder Communication: Capacity to communicate effectively with and gain buy-in from a broad range of stakeholders (e.g. other NYPR C-suite/business leaders, consultants, clients, vendors, peers, direct reports, and staff)

    Leadership Capabilities

  • Shape Strategy: Collaborative with the ability to shift from big picture, strategic thinking to the tactical implementation of human resource services for NYPR

  • Build Talent and Teams: Capacity to create conditions where managers and teams can thrive and grow; A focus on maintaining a diverse and engaged workforce, empowering/coaching them to do impactful work by removing barriers and establishing meaningful connections; Open, visible and approachable

  • Drive for Results: An individual who has a bias towards action and instills accountability, delivers tough messages and leads change while setting high standards; Hands-on, positive, and energetic; Rolls up sleeves to get the job done

  • Inspire and Influence: An individual that displays seasoned judgment and thoughtfulness who can build rapport and trust quickly across all departments

  • Lead Innovation: A visionary leader who takes initiative and has the ability to create innovative solutions to complex problems for a diverse constituency; A crappy, creative, and optimistic thinker who is both open-minded and mentally agile

  • Adaptability: A individual that displays emotional intelligence, authenticity, empathy and the ability to “flex” his/her style to relate to different audiences and situations

    Culture/Values Alignment

  • Ownership/Patience: Demonstrate the ability to make decisions in an effective/timely manner, motivate/develop talent, while maintaining the highest levels of integrity and ethics; operate with the patience necessary to work within a dynamic, youthful and somewhat idealistic environment

  • Collaboration/Inclusiveness: Display a transparent and authentic orientation towards working collaboratively with others to complete shared tasks; bringing others along to ensure the success of relevant organizational changes and/or initiatives; is highly visible within the NYPR employee population (beyond just the HR team)

  • Mission-Orientation: Convey a genuine passion for NYPR’s mission to make the mind more curious, the heart more open and the spirit more joyful through excellent audio programming. Understands the particular challenges and opportunities of a mission- driven workforce and organization.

  • Customer Focus: Aim to humbly provide the best service and “customer experience” to the employee population within NYPR, enabling them to better serve the external client; focuses on earning trust and respect and building internal business relationships that endure.

    Additional Information

    This is a full-time exempt role with a salary of $280,000-$320,000 plus a full benefits package. Compensation offered within this range is determined by skills, experience and organizational pay equity. New York Public Radio offers excellent medical, dental, and vision insurance, vacation, personal and sick time as well as parental leave.

    This role operates in a hybrid capacity. Given this role will be in the office, being fully vaccinated against COVID-19 is required unless NYPR has approved a specific religious or medical exemption in advance of the first day of work. At this time, NYPR defines being fully vaccinated as having received two Moderna or Pfizer COVID-19 vaccinations or one Johnson and Johnson vaccination.

    Commitment to Diversity, Equity & Inclusion

    New York Public Radio is committed to diversity, equity, and inclusion. We continuously strive to place our employees at the center of our thinking and elevate inclusive practices to develop and support a more engaged and productive workforce. Our journalism and operations in the service of that journalism benefit from a broad range of perspectives, from all backgrounds, at all levels of the organization. Diversity is essential to honest, authentic, accurate storytelling and reportage; creating an institution in which all voices are encouraged, valued, and heard.

    Equal Opportunity

    New York Public Radio is an equal opportunity employer committed to achieving the goal of equal employment opportunity for all. Applicants and employees are considered and evaluated for positions without regard to mental or physical disability, race, creed, color, religion, gender, national origin, citizenship status, age, genetic information, military or veteran status, sexual orientation, marital status, employment status or any protected federal, state or local status unrelated to the performance of the work involved.