THE ORGANIZATION

The Center for Justice Innovation is a nonprofit organization dedicated to advancing community safety and racial justice. Since 1996, we’ve worked alongside communities, courts, and those most directly affected by the justice system to build stronger, healthier, and more equitable neighborhoods. With a team of over 900 staff and an annual budget of $130 million, the Center carries out its mission through three core strategies:

1. Operating Programs that pilot new ideas and address local challenges;
2. Conducting original research to evaluate what works—and what doesn’t; and
3. Providing expert assistance and policy guidance to reformers across the country and beyond.

Backed by decades of on-the-ground experience and nationally recognized expertise, we bring innovative, practical, and lasting solutions to justice systems nationwide.
Learn more about our work at www.innovatingjustice.org.

THE OPPORTUNITY

The People Department is seeking an experienced and strategic Employee Relations leader to serve as Associate Director, Employee Relations and Labor Strategy within the People Department. Reporting to the Director of Employee Relations, this role will provide senior-level employee and labor relations leadership across assigned portfolios and organizational functions, serving as a strategic partner to program leadership and the broader People department. 

The Associate Director will serve as the lead advisor on complex employee relations matters, labor relations strategy, workplace investigations, organizational risk mitigation, leadership coaching, and performance management practices. This role will partner closely with program leadership to support operational effectiveness, strengthen workplace culture, ensure equitable and legally compliant practices, and reinforce the Center’s mission, values, and restorative justice-informed approach to employee relations. 

The candidate brings deep experience navigating unionized environments, managing high-risk and high-volume employee relations matters, and influencing leaders through complex organizational dynamics with professionalism, credibility, and sound judgment.

• Serve as a senior Employee Relations leader for the organization, providing strategic guidance on complex employee and labor relations matters across multiple portfolios within a highly operational and unionized environment; 
• Advise senior leadership on organizational risk, progressive discipline, performance management, conflict resolution, workplace culture concerns, and employee engagement strategies;  
• Lead high-risk and sensitive employee relations matters, including workplace investigations, employee misconduct concerns, leadership escalations, and complex performance management processes;  
• Partner with the Director of Employee Relations, Legal, HR Operations, and program leadership to ensure consistent and equitable application of organizational policies, collective bargaining obligations, employment law requirements, and People practices;  
• Provide strategic coaching to leaders regarding accountability, documentation, difficult employee conversations, organizational change management, and team effectiveness;  
• Identify systemic employee relations trends and operational risks through case tracking, workforce data, and recurring themes; develop proactive interventions, leadership training strategies, and culture stabilization efforts in response;  
• Partner with the Director of Employee Relations and Legal Department in preparation for collective bargaining initiatives, contract interpretation, and labor-management strategy discussions;
• Support labor relations strategy by advising leaders on union-related matters, grievance trends, workplace practices, and employee engagement approaches within represented environments;  
• Serve as an escalation point and thought partner to People Partners and Employee Relations Specialists regarding complex or high-impact employee relations matters;  
• Assist in the development and implementation of consistent Employee Relation standards, documentation practices, and investigative protocols across assigned portfolios;  
• Conduct regular strategic meetings with program leadership to assess workforce concerns, operational challenges, and emerging organizational risks impacting employee experience and retention; and  
• Contribute to broader People Department initiatives focused on leadership development, workplace culture, employee engagement, and equitable people practices.  

Team Leadership & Operational Oversight: 

• Partner with Director of Employee Relations to provide coaching, mentorship, and professional development to People Partners and Employee Relations Specialists, fostering a high-performing, accountable, and service-oriented Employee Relations function;   
• Assist with establishing clear performance expectations, provide ongoing feedback, conduct performance evaluations, and support employee development to strengthen team effectiveness and leadership readiness;  
• Assist with overseeing workload distribution, portfolio assignments, case prioritization, and service delivery standards to ensure timely, consistent, and high-quality support across employee relations, labor relations, workplace investigations, and performance management matters; and 
• Ensure consistency in employee relations practices, policy interpretation, documentation standards, investigative processes, and leadership consultation across assigned portfolios and Employee Relations team members;  
• Support departmental planning, workforce strategy, operational priorities, and the implementation of Employee Relations initiatives designed to enhance organizational effectiveness, employee experience, and leadership accountability;  
• Assist with monitoring team capacity, service standards, and operational performance while identifying opportunities to improve processes, increase efficiency, and strengthen risk mitigation efforts;  
• Support succession planning efforts within the Employee Relations function by developing staff capabilities, identifying future leaders, and building organizational readiness for leadership transitions;  
• In the absence of the Director of Employee Relations, serve as the designated departmental leader for the Employee Relations function, assuming responsibility for departmental operations, leadership consultation, escalated employee and labor relations matters, and executive-level decision support to ensure continuity of service and organizational responsiveness; and 
• Represent the Employee Relations function in leadership meetings, cross-functional initiatives, and organizational projects as delegated by the Director of Employee Relations. 

Organizational Support and Strategy: 

• Communicate and collaborate with other Employee Relations team members to ensure consistent application of policies and procedures across business units;
• Serve as a trusted employee relations advisor and a strategic HR partner;  
• Identify systemic employee relations trends and organizational risks through case tracking, workforce metrics, turnover data, employee engagement indicators, and recurring themes; develop proactive interventions, leadership training strategies, and culture stabilization efforts in response;  
• Under the guidance of the Director of Employee Relations, help ensure HR compliance by staying informed of employment laws, EEO regulations, and HR best practices; contribute to updates and enhancements to HR policies and procedures as needed; and 
• Additional tasks as necessary. 

Qualifications: 

• Bachelor's degree in Human Resources, Labor Relations, Employment Law, Organizational Development, Public Administration, Business Administration, or a related field required, Master's degree strongly preferred; 
• 7+ years of progressive Employee Relations, Human Resources, Labor Relations, or related experience required;  
• Minimum of three (3) years of experience supporting unionized workforces and navigating labor-management relationships required; 
• Prior supervisory experience leading, coaching, and developing HR, Employee Relations, Labor Relations, Human Resources Business Partner, or comparable teams strongly preferred; 
• Professional HR certification strongly preferred (SPHR, SHRM-SCP, PHR, SHRM-CP, or equivalent).  
• Advanced training, certification, or specialization in Labor Relations, Collective Bargaining, Employment Law, Workplace Investigations, Mediation, Conflict Resolution, or related disciplines preferred; 
• Demonstrated experience managing complex employee relations matters, workplace investigations, performance management processes, and organizational risk concerns required; 
• Experience advising senior leaders on employee relations, labor relations, performance management, workplace culture, and organizational effectiveness within fast-paced, operationally complex environments required; 
• Experience serving as a senior advisor or escalation point on high-risk employee relations matters preferred; 
• Experience supporting operationally complex, field-based, community-based, nonprofit, public sector, or mission-driven organizations strongly preferred; 
• Strong working knowledge of employment law, labor relations principles, workplace investigations, and HR best practices; 
• Strong conflict resolution, mediation, consultation, and stakeholder management skills;  
• Ability to analyze workforce trends and develop proactive organizational interventions and training strategies;  
• Strong investigative writing, documentation, and analytical skills;  
• Technologically proficient; experience with HRIS, ATS, and performance management tools, with a preference for JazzHR and Paycom, Microsoft 365 applications, including Word, Excel, Outlook, and OneDrive; and 
• Commitment to equity, inclusion, cultural competency, and restorative justice-informed people practices. 

Position Type: Full-time hybrid role with 2-3 days on site per week at our midtown Manhattan location with occasional travel within the five boroughs, Newark, New Jersey and Syracuse, New York.

Position Location: Midtown Manhattan.

Compensation: The compensation range for this position is $125,000 - $140,000 and is commensurate with experience. 

Benefits: The Center for Justice Innovation offers an excellent benefits package including comprehensive healthcare with a national network, free basic dental 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 committed to fostering an inclusive and diverse workplace. We do not discriminate based on 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 LGBTQ+ community, and individuals with prior contact with the criminal justice system. Our goal is to create a supportive and respectful environment where everyone, regardless of background or identity, feels valued and included.

At this time, the Center is unable to sponsor or take over sponsorship of an employment visa. All applicants must be legally authorized to work in the United States at the time of application and throughout the duration of employment.

Candidates are expected to provide accurate and truthful information throughout the hiring process. Any misrepresentation, falsification, or omission of material facts may result in disqualification from consideration, withdrawal of an offer, or termination of employment, regardless of when discovered.

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