Reading Room & Genealogy Institute
Mon-Thurs: 9:30am-4:30pm

Exhibit Spaces
Mon-Wed: 9:30am-4:30pm
Thurs: 9:30am-8pm
Fri: 10am-3pm
Sat: Closed
Sun: 11am-5pm

Make sure to check our holiday closures prior to visiting.

Last entry to the Center for Jewish History Exhibitions, Reading Room, and the Genealogy Institute is 30 minutes before closing. The last call to page items in the Reading Room and Genealogy Institute is 3pm.

Employment Opportunities

The Center for Jewish History is home to five partners—American Jewish Historical Society, American Sephardi Federation, Leo Baeck Institute, Yeshiva University Museum, and YIVO Institute for Jewish Research. The partner collections total more than five miles of archival material and span nearly a thousand years of history. When the Center opened its doors as the new "Library of Congress of the Jewish people," it made a commitment to preserve the treasures that live within its walls and make them accessible to scholars, students, and diverse audiences. The Center relies on philanthropic support to do this work.

The Center is currently looking to fill the following position/s:

The Center for Jewish History (the Center) is the collaborative home of five in-house Partner organizations – American Jewish Historical Society, American Sephardi Federation, Leo Baeck Institute, Yeshiva University Museum, and YIVO Institute for Jewish Research – whose collections comprise over five miles of archival documents in dozens of languages and alphabet systems, over 500,000 volumes of books, almost 7 million digital items, and thousands of artworks and objects, all spanning 3,000 years.

The Human Resources Senior Manager is responsible for the human resources function for the Center for Jewish History. Responsibilities include employee relations, employee performance and development, employee life cycle management, benefits management, human resources compliance, and collaboration with the payroll/finance department. This position collaborates closely with all managers to attract, retain, and develop top talent for the Center.

This position is based at the Center for Jewish History on 16th Street in New York City. The work can be partially hybrid (subject to supervisor’s approval), but regular onsite time is required.

The CEO and Director of Finance currently perform HR functions at the Center, and are keen to hire a detail-oriented HR professional to elevate the HR function for the employees at the Center (fewer than 50 FTE). The Center has a strong finance team (who will continue to process payroll), and strong benefit brokers (who will continue to onboard/offboard employees for benefits, reconcile benefit invoices, and answer employees’ questions about benefits). The Center uses the HRIS system Paychex, and the HR Senior Manager will focus on utilizing the system to its full extent (for HR, benefits, and payroll) as we commit to being a paperless environment. The Senior Manager of HR will report to (and be supported by) the CEO and will be responsible for all HR functions for the Center, working closely with the Director of Finance, Benefits Brokers, and Payroll/ Finance staff. The Center is dedicated to improving HR systems/processes and policies for employees, and is looking for an HR Senior Manager who is detail oriented and excited to leverage systems for policies (Paychex HR manual), training, onboarding, etc. This is an incredible opportunity for an HR professional to improve the already-strong HR foundations at a mid-sized cultural organization.


    HR & Payroll Compliance:
  • Be a superuser of the Center’s HRIS system (Paychex) and leverage it for HR and Payroll Compliance, and encourage use of the HRIS system by Center employee
  • Create and implement personnel policies designed to support the Center’s business needs and promote a positive work environment (leveraging the existing HRIS system), and update and keep updated the employee handbook
  • Streamline policy distribution/communication with employees
  • Ensure the Center is in compliance with Federal, State, and local laws and regulations, including but not limited to: job positions FLSA status and overtime eligibility (salary threshold and other exemptions), posters, communication, filing relevant forms (1095c, TIAA annual disclosures, Medicare Part D notification), etc.
  • Ensure HR practices are consistently applied across all departments and that all individuals are compliant with internal policies as well as external government requirements
  • Ensure employee records and the Center’s organization chart are up to date
  • Manage legally-required training (e.g. Anti-Sexual Harassment Training)
  • Provide updates regarding any labor law changes
  • Manage relevant insurance policies (workers comp etc.)
  • Actively monitor compensation levels and recommend off-cycle market adjustments when needed
  • Communicate with all personnel regarding personnel changes and other HR related matters in a timely manner
  • Communicate potential HR/payroll compliance risks with the Director of Finance and CEO as they arise, and develop strategies to address said risks
    Employee engagement, performance, development, etc.:
  • Be a superuser of the Center’s HRIS system (Paychex) and leverage it for Employee engagement, performance, and development, and encourage use of the HRIS system by Center employees
  • Employee Engagement for Morale and Retention: Be the first point of contact for all employee questions related to HR services (i.e. benefits, policies, and procedures) and the HRIS system. Manage a budget for employee morale (employee events, training).
  • Manager communication: Ensure managers know how to successfully, ethically, honestly, and legally communicate with employees
  • Performance Management: Administer the annual review process of all employees (create and implement a Performance Review tool, ideally leveraging the existing HRIS system, including training managers how to use the tool and providing feedback, follow-up communication with managers and employees with the results and any recommended actions to be taken if needed, recommend compensation changes to Executive Team)
  • Ongoing Performance Feedback: coach and train managers in their communication, feedback, recognition, and interaction responsibilities with their direct reports, and encourage continuous feedback between managers and employees
  • Employee complaints: Investigate and resolve all employment complaints (working with CEO as necessary), ensuring thorough documentation of investigations/interview, and make recommendations to the leadership team regarding ethical and appropriate resolutions. Consult with outside counsel when needed
    Employee life cycle management (also see benefits management):
  • Be a superuser of the Center’s HRIS system (Paychex) and leverage it for Employee life cycle management, and encourage use of the HRIS system by Center employees
  • Work with managers on the recruitment of new employees, including negotiating with agencies, creating/updating job descriptions, posting jobs, reviewing resumes, interviews, and salary negotiation
  • Manage the On-Boarding process, create and send offer letter and onboarding paperwork to new hires
  • Process new hire paperwork (new employees in HRIS/Paychex, reference/background checks, I-9, tax forms, etc.)
  • Manage the employee termination process, including exit interviews, termination letter, separation agreements and other required documents, termination of employees in HRIS/Paychex, communicate the necessary information to Payroll, and notifying other required personnel
  • Make changes related to salary, benefits, transit/parking/FSA deductions in HRIS/Paychex (including attaching necessary documents to the employee's profile in HRIS/Paychex) and inform Payroll of the change, along with the effective date.
  • Process and administer all leave-of-absence requests and the necessary paperwork, including PTO, medical, disability, PFL, FMLA, etc.
  • Process salary and position changes (obtain signatures, etc.)
  • Update employee files and HRIS/Paychex for any changes
    Benefits management (also see employee life cycle):
  • Be a superuser of the Center’s HRIS system (Paychex) and leverage it for Benefits where possible
  • Annual Benefits Renewal process: Manage the Benefits Broker throughout the renewal process, for all annual benefits, including: select appropriate benefit plans (recommend plan changes such as policy design, coverage levels, and employee contributions), and ensure the Benefits Broker’s benefit enrollment website works and is available to employees several weeks (or months) before enrollment deadline.
  • Annual Benefits Renewal process: Provide Payroll with benefit elections and updated insurance premium contributions and commencement dates, collected from the Benefits Broker, related to the new coverage period
  • Ongoing Benefit On- and Offboarding: Communicate with Benefits Broker regarding new hires, terminations, or changes to the health insurance plans, and manage the Benefits Broker (who performs the On- and Offboarding with various plans) including for healthcare, and first time FSA and Dependent care upload
  • Promote to employees the two TIAA plans (403B and 4% matching); ensure compliance reporting (fee disclosures, 5500s, etc.); ensure correct vesting period for departing employees, etc.
  • Liaise between the Center employees and the Benefits Broker regarding any benefit questions/issues and changes, COBRA
  • Maintain employee benefit files (electronic)
    Collaborate with Payroll/Finance:
  • Be a superuser of the Center’s HRIS system (Paychex) and leverage it for collaboration with Payroll/Finance
  • Notify Payroll of any payroll changes
  • Monitor/correct time and attendance in the HRIS Paychex Time & Attendance module (entered PFL, Disability - CJH)
  • Leverage HRIS/Paychex system to use the system to its full capacity in automating processes and keeping electronic records
  • Create and monitor the Center’s personnel budget with the CEO and CFO/Director of Finance
  • Diversity, Equity, Inclusion, Belonging, and Accessibility
  • Ensure that the Center remains committed to DEIBA efforts in all areas, including policies and procedures
  • Liaison between the leadership team and employees
  • Stay abreast of any employment trends
  • Any general projects as required
  • Other duties as assigned.

Required Qualifications

  • Bachelor’s degree required, advanced degree welcome.
  • 8+ years of relevant experience in benefits and HR administration
  • Excellent communicator, both orally and written.
  • Close attention to detail.
  • Ability to work effectively with personnel from many disciplines
  • Exceptional interpersonal skills, with the ability to connect easily and professionally with other people and remember details.
  • Proven ability to work productively and collaboratively with all levels of staff
  • Strong collaboration and organizational skills.
  • Must be able to manage and deliver multiple (and often concurrent) internal and external deadlines.
  • Self-motivated and possesses personal and professional integrity, tact, discretion, and diplomacy.
  • High level of personal integrity – dependability with a strong sense of urgency and results-orientation
  • Knowledge of Microsoft Office Suite, Outlook, Word, Excel, Adobe
  • Hands-on experience in HRIS Payroll software. Paychex preferred.
  • Comfort with electronic systems, portals, and databases.
  • Comfort with in-person and virtual meetings.

Additional Information

    The salary range for this position is $75,000 - $95,000.

    Company Benefits:
  • 15-21 federal and religious holidays off each year in addition to generous vacation, sick and personal days.
  • Full health benefits (medical, dental and vision) with minimal employee contributions.
  • Free life insurance and long-term disability coverage.
  • Flexible spending account and commuter benefits.
  • Generous 403b retirement benefits.

The Center for Jewish History is committed to diversity and inclusion. Qualified individuals who bring diverse perspectives to the workplace are especially encouraged to apply.

Please submit a cover letter and resume to hr@cjh.org.

The collections can be found in the Lillian Goldman Reading Room, which, along with the Ackman & Ziff Genealogy Institute, is open to the public for research. The Center also houses several galleries of rotating exhibitions, as well as archival labs, and the administrative offices of Center and Partner employees.

Under the supervision of the Assistant Manager of Visitor Experience, the Visitor Experience Intern will play a vital role in ensuring the highest level of service and customer satisfaction for museum visitors, archival and genealogical researchers, and guests of employees.


  • Welcome guests at the front desk with a passion for providing exceptional visitor experience.
  • Work with staff and security personnel to maintain the orderly and safe flow of visitors.
  • Resolve problems in a professional and timely manner to ensure safety and customer satisfaction.
  • Print badges for vendors/contractors, visitors to the Reading Room and Genealogy Institute, and guests for Center and Partner meetings.
  • Answer phone lines and direct calls to appropriate organization/Partner staff; inform staff when their visitors arrive for meetings.
  • Maintain a well-informed, working knowledge of Partner exhibitions, programs, and other services available at the Center.
  • Keep track of visitor statistics, follow protocols and guidelines for exhibition visitors, and assist with general administrative tasks and restocking.
  • Flag any potentially high-risk individuals or situations and report them to supervisor and the security team, Fire and Life Safety Director, and/or Director of Operations when necessary.
  • Assist with incoming and outgoing mail for the Center and Partners.
  • Check, organize, and return visitors’ coats and belongings.
  • Support Events, Visitor Experience and A/V teams as needed.
  • Complete gift shop transactions using Square.
  • Look up and update member status using fundraising software.


  • Passion for working with the public and an interest in museums, art, history, performing arts, cultural institutions, events and programming, and/or library sciences.
  • Proven experience in a customer service or visitor experience role, preferably in a cultural or tourism setting.
  • Excellent communication and interpersonal skills, with the ability to interact effectively with visitors, team members, and stakeholders at all levels.
  • Proficiency in computer applications, including database management systems and Microsoft Outlook, Word, and Excel.
  • Knowledge of visitor experience trends, technologies, and best practices is an advantage.
  • Ability to remain calm and make effective decisions in a fast-paced environment.
  • A passion for providing outstanding visitor experience and a genuine interest in the industry.
  • Flexibility to work evenings, weekends, and holidays as required by front desk needs.

Additional Information

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to stand and move around the Center building (all floors accessible by elevator). The employee is occasionally required to lift moderate weight boxes (up to 25 lbs.) and furniture (rolling tables, chairs, etc.).

As a part-time employee, you will not be eligible for benefits, other than the NY State required sick leave (one hour for every 30 hours the employee is anticipated to work). The Center's employee handbook will be made available to you.

The Center for Jewish History is committed to diversity and inclusion. Qualified individuals who bring diverse perspectives to the workplace are especially encouraged to apply.

 To apply, please send cover letter and resume to jobs@cjh.org. No phone calls please.

Health Coverage at the Center

Legal Compliance: This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.