THE ORGANIZATION

The Center for Justice Innovation is a community justice organization that centers safety and racial justice. Since our founding in 1996, the Center has partnered with community members, courts, and the people most impacted to create stronger, healthier, more just communities. Our decades of experience in courts and communities, coupled with our field-leading research and practitioner expertise, help us drive justice nationwide in innovative, powerful, and durable ways. For more information on how and where we work, please visit www.innovatingjustice.org.

The Center is a 900-employee, $100 million nonprofit that accomplishes its vision through three pillars of work: creating and scaling operating programs to test new ideas and solve problems, performing original research to determine what works (and what doesn’t), and providing expert assistance and policy guidance to justice reformers around the world.

Operating Programs

The Center’s operating programs, including the award-winning Red Hook Community Justice Center and Midtown Community Justice Center, test new ideas, solve difficult problems, and attempt to achieve systemic change within the justice system. Our projects include community-based violence prevention programs, alternatives to incarceration, reentry initiatives, and court-based initiatives that reduce the use of unnecessary incarceration and promote positive individual and family change. Through this programming, we have produced tangible results like safer streets, reduced incarceration, and improved neighborhood perceptions of justice.

Research

The Center's research teams are staffed with social scientists, data analysts, and lawyers who are academically-trained or have lived experience and who conduct research in the U.S. and globally on diverse criminal-legal system and justice issues. Their work includes evaluating programs and policies; conducting exploratory, community-based studies; and providing research translation and strategic planning for system actors. The Center has published studies on topics including court and jail reform, intimate partner violence, restorative justice, gun violence, reentry, sixth amendment rights, and progressive prosecution. The research teams strive to make their work meaningful and actionable to the communities they work with, policymakers, and practitioners.

Policy & Expert Assistance

The Center provides hands-on, planning and implementation assistance to a wide range of jurisdictions in areas of reform such as problem-solving courts (e.g., community courts, treatment courts, domestic violence courts), tribal justice, reducing incarceration and the use of fines/fees and reducing crime and violence. Our current expert assistance takes many forms, including help with analyzing data, strategic planning and consultation, policy guidance, and hosting site visits to its operating programs in the New York City area.

Center Support

A dedicated support team within the Center ensures the smooth functioning of operations across various domains, including finance, legal, technology, human resources, fundraising, real estate, and communications. Comprising 15% of the organization's staff, these teams provide essential infrastructure support and innovative solutions aligned with the Center's mission and values.

THE OPPORTUNITY

The Center's People Department is seeking a Director for Employee Relations. The Director of Employee Relations specializes in managing the relationship between employees and the organization. This role supervises and supports two Employee Relations Specialists and three HR Business Partners. This position oversees and leads responses to employee complaints, disputes, and performance matters, ensuring fair treatment and compliance with organizational policies and employment laws. The role also works in a preventative capacity by providing coaching and consultations to supervisors and management staff throughout the Center. In addition, the position oversees the work of Business Partners who provide HR support and guidance to Center sites and departments including employee relations policies, practices, and employee morale, as well as serving as the primary HR contact for all client group employees.

Responsibilities include but are not limited to:

Lead Employee Relations Initiatives: Oversee and manage investigations, disciplinary actions, and conflict resolution processes. Provide guidance and support to managers and employees on HR issues;
Develop and Implement HR Policies: Create and implement HR policies and procedures related to employee relations, ensuring compliance with relevant laws and regulations;
Workplace Investigations: Oversee and manage investigations into employee complaints, ensuring a thorough and impartial process that complies with all relevant laws and regulations;
Team Leadership and Supervision: Supervise and support a team of three HR Business Partners and two Employee Relations Specialists, providing guidance, training, mentorship, and resources to ensure they effectively address employee inquiries and concerns;
Managerial Coaching and Development: In collaboration with the Management team of the People Department, provide one-on-one coaching and support to supervisors and managers on topics such as employee relations, performance management, and other HR-related matters;
Employee Engagement: Regularly visit program site locations to foster strong relationships with staff, gather feedback, and promote a positive work environment.Work collaboratively with other People team members to align department strategies and initiatives around employee engagement;
Legal Collaboration: Work closely with the Legal Team to establish and maintain productive relationships, seeking consultations on investigations, employee relations matters, and ensuring compliance with relevant laws;
Data Analysis and Process Improvement: Conduct in-depth analyses to identify trends, assess the effectiveness of HR policies and processes, and implement initiatives to enhance the overall employee experience;
Team Collaboration: Actively participate in team projects and initiatives within the People Department, fostering a collaborative and supportive work environment. Participate in conferences and workshops and stay abreast of City, State, and Federal labor law;
Policy Compliance: Ensure compliance with all applicable internal policies and procedures, interpreting and applying them consistently and fairly. Stay abreast of City, State and Federal employment laws and regulatory matters.Participate in conference and workshops as necessary; and
Perform other duties as assigned, contributing to the overall success of the People Department

Qualifications:

Bachelor's degree in a related field with 6+ years of progressive HR experience with an emphasis on including expertise in employee relations, performance management, and employment law, including 3+ years conducting workplace investigations, and 4+ years in a management role;
OR Master's degree in a related field with 5+ years of progressive HR experience with an emphasis on including expertise in employee relations, performance management, and employment law, including 3+ years conducting workplace investigations and 3+ years in a management role;
OR Juris Doctor (JD) degree with 3+ years of progressive HR experience with an emphasis on including expertise in employee relations, performance management, and employment law, including 3+ years conducting workplace investigations, and 2+ years in a management role;
Excellent investigation skills regarding complex, sensitive, and confidential topics;
Strong management and supervisory skills including fostering professional development of staff and teamwork;
Non-profit experience is highly preferred, social service or related experience is a plus;
Demonstrated excellent knowledge of City, State, and Federal labor laws;
Excellent analytical, evaluative, problem-solving, and conflict resolution abilities;
Demonstrated success in advising and coaching managers;
Excellent written, oral, and interpersonal communication skills;
Ability to manage multiple complex tasks and shifting priorities under tight deadlines;
Effective interpersonal/customer service skills;
Ability to interact with all levels of staff members within the organization;
Good instincts and impeccable judgment. Ability to handle sensitive and confidential information with discretion; and
Proven track record in managing complex employee relations issues, including investigations, disciplinary actions, and conflict resolution

Position Type:Full-time.

Position Location:Manhattan, NY with potential travel within the five boughs, Newark, NJ and Upstate NY.

Compensation:The compensation range for this position is $130,000 - $155,000and is commensurate with experience.The Center for Justice Innovation offers an excellent benefits package including comprehensive healthcare with a national network, free basicdental coverage, vision insurance, short-term and long-term disability, life insurance, and flexible spending accounts including commuter FSA. We prioritize mental health care for our staff and offer services like Talkspace and Ginger through our healthcare plans. We offer a 403(b) retirement plan with a two-to-one employer contribution up to 5%.

The Center for Justice Innovation is an equal opportunity employer. We are committed to fostering an inclusive and diverse workplace, and as such, we do not discriminate on the basis of race, color, religion, gender identity, gender expression, pregnancy, national origin, age, military service eligibility, veteran status, sexual orientation, marital status, disability, or any other category protected by law. We strongly encourage and welcome applications from women, people of color, members of the lesbian, gay, bisexual, and transgender communities, as well as individuals with prior contact with the criminal justice system. Our aim is to create a supportive and respectful environment where every individual, irrespective of their background or identity, feels valued and included.

As of February 10, 2023, New York City Executive Order 25 rescinded the requirement of the COVID-19 vaccination for City workers, new hires, and contracted employees. Accordingly, the Center does not require all new hires be vaccinated against the COVID-19 virus; however, the Center recommends all staff, interns, and volunteers stay up-to-date on the vaccination.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete an employment eligibility verification document form upon hire. Kindly refer to the job posting for the relevant contact information. If the contact details are not provided, we kindly ask that you refrain from making inquiries via phone or email, as only shortlisted candidates will be contacted.

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