Executive Director, Newsroom Safety & Security

About the Role

The New York Times is looking for an Executive Director for Newsroom Safety and Security. You will be responsible for executing and enhancing a strategy to address physical, online, and psychological safety risks faced by journalists and other newsroom staff operating in challenging environments worldwide. The role requires substantial understanding of newsgathering operations, proactive risk mitigation, rapid incident response, time-sensitive communication, and strong cross-functional collaboration. You will both provide direct support and lead a team responsible for delivering security services, leveraging internal resources and, where appropriate, security contractors. This is a critical leadership position where you will be supporting the safety and security of The New York Times Company's newsrooms and report directly to the Senior Vice President, Global Security.

Responsibilities:

Newsroom Security Operations:

• Execute and enhance a tailored security and safety operational plan that reflects newsroom priorities, ongoing physical and digital threat monitoring and assessment, risk mitigation, and evolving industry practices, under the framework established by the SVP, Global Security.
• Serve as the primary security partner to newsroom masthead and desk heads.

Incident Management:

• Lead and continually improve incident response protocols, preventive measures and operational guidelines for security and safety incidents affecting newsroom personnel and bureaus.
• Coordinate rapid deployment of support, resources, and expert assistance for affected personnel, as needed. This includes providing direct support in critical situations and guiding the response of the team and contractors during potentially extended periods and outside regular business hours.

Risk Assessment:

• Provide expert security planning, risk assessments, and logistical support for journalists deploying to high-risk or challenging areas, partnering with newsroom leadership, legal and cybersecurity teams to integrate security and safety into editorial planning.
• Develop and improve risk management tools and procedures.

Security Awareness and Training:

• Develop and implement expanded training curriculums for newsroom staff on a comprehensive range of physical and digital safety and security issues, working in collaboration with other departments.
• Collaborate with the cybersecurity, legal, communications and other departments on preventive measures, incident plans, and training initiatives addressing physical and digital security threats.
• Develop, oversee, and enhance programs that prioritize and support the psychological well-being of journalists and other newsroom staff, offering resources and coordinating access to professional support where appropriate.

Staff Management and Development:

• Develop and manage high-performing domestic and international newsroom security teams, fostering a culture of expertise, continuous improvement, and dedication to journalist safety.
• Lead collaboration with other groups through a cross-functional operating model that includes cybersecurity, newsroom operations, legal, human resources, and communications, among others.

Technology and Equipment:

• Collaborate with internal stakeholders, including newsroom operations and enterprise technology, leverage technology and equipment to promote safety, including appropriate security equipment, secure communication tools, and tracking systems for personnel in the field.
• Innovate and adapt security solutions to meet the evolving needs of a dynamic news organization.

Intelligence Gathering and Analysis:

• Work with colleagues in communications and cybersecurity, employ tools to monitor global security trends, open-source intelligence, and specific threats targeting the news organization, its journalists, or other personnel.
• Provide timely, accurate, and actionable intelligence briefings to newsroom leadership and key editors to inform decision-making.

• 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:

• Bachelor's degree in a relevant field.
• Minimum of 10+ years of progressive safety and security experience, with ideally at least 5-7 years focused on supporting journalists or personnel operating in high-risk, sensitive, or international environments.
• Proven expertise in global risk assessment, threat mitigation, and complex incident management, including real-world experience with critical incidents involving personnel in the field and the ability to provide direct support during such events.
• Strong understanding of the security challenges faced by journalists, including physical threats, digital harassment, and psychological safety.
• Proven ability to develop, lead, and deliver specialized security and safety training programs for diverse audiences.
• Excellent communication, interpersonal, and diplomatic skills, with the ability to build trust and rapport with journalists, senior leadership, security colleagues across the company, and external partners in challenging situations.
• Experience collaborating with cybersecurity teams on converged threats.
• Ability to travel as needed to support newsgathering operations and team oversight.

Preferred Qualifications:

• Master's degree or specialized certifications (e.g., hostile environment training, crisis management, protection professional)
• Experience within a major news organization.

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For roles in the U.S., dependent on your role, you may be eligible for variable pay, such as an annual bonus and restricted stock. Benefits may include medical, dental and vision benefits, Flexible Spending Accounts (F.S.A.s), a company-matching 401(k) plan, paid vacation, paid sick days, paid parental leave, tuition reimbursement and professional development programs. 

For roles outside of the U.S., information on benefits will be provided during the interview process.

We’re excited to learn more about you and your experience. To keep our hiring process as fair and authentic as possible, we ask that you submit your own work and not use GenAI tools to generate substantive content during the application and interview process.

If you’re an Engineering candidate, we’ll let you know what specific GenAI tools you are permitted to use for your technical assessment.

The New York Times Company is committed to being the world’s best source of independent, reliable and quality journalism. To do so, we embrace a diverse workforce that has a broad range of backgrounds and experiences across our ranks, at all levels of the organization. We encourage people from all  backgrounds to apply.

We are  an Equal Opportunity Employer and do 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 U.S. Equal Employment Opportunity Commission (EEOC)’s Know Your Rights Poster is available here. 

The New York Times Company will provide reasonable accommodations as required by applicable federal, state, and/or local laws. Individuals seeking an accommodation for the application or interview process should email reasonable.accommodations@nytimes.com. Emails sent for unrelated issues, such as following up on an application, will not receive a response.

The Company encourages those with criminal histories to apply, and will consider their applications in a manner consistent with applicable "Fair Chance" laws, including but not limited to the NYC Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

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