Director, Employee Experience and Organizational Development

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 Center for Justice Innovation is seeking a strategic, equity-centered, and people-first leader to serve as Director of Employee Experience and Organizational Development. Reporting to the Chief People Officer, this role is at the heart of shaping a workplace culture that fosters growth, trust, and inclusion by bridging traditional HR functions—such as employee relations, benefits, recruitment, retention, staff recognition and wellness—with transformative learning and development strategies.  

This position oversees the Center’s Training Institute, Internship and Externship Programs, Fellowship Initiatives, and Leadership Development, while also contributing directly to the organization's approach to employee engagement, internal conflict resolution, and restorative practices. This position will play a critical role in promoting long-term staff retention, creating restorative pathways for managing employee concerns, and embedding opportunities for continuous learning and growth across the employee lifecycle.   

Strategic Leadership & Cross-HR Integration:

• Develop and implement a comprehensive talent development strategy that supports employee retention, recruitment, onboarding, internal mobility, and performance growth;
• Serve as a strategic bridge between professional development and core HR functions—benefits education, career progression, wellness supports, and employee engagement initiatives; and
• Partner with People department leadership to ensure learning and leadership development contribute to a culture where employees feel valued, heard, and supported throughout their tenure. 

Employee Relations & Restorative Practices:

• In collaboration with the Chief of People Officer and Director of Employee Relations, co-lead the organization’s efforts to resolve workplace conflict and enhance team dynamics through restorative approaches;
• Develop and support restorative responses to employee relations issues, prioritizing communication, trust-building, and mutual accountability over punitive discipline where appropriate; and
• Train managers and supervisors on restorative approaches to feedback, accountability, and performance conversations. 

Program Oversight & Execution:

• Lead and expand the organization's professional development efforts by managing the Training Institute, Internship/Externship Programs, Fellowship Initiatives, and Leadership Training;
• Build out a comprehensive training architecture that aligns with and supports employee professional development and career progression, starting with key programs such as first-time manager training;
• Design and develop learning modules and employee resource groups to support on-going learning and skills development;
• Collaborate with Center colleagues to provide clinical skills and supervisory training for those providing direct services and/or supervising social work practice;
• Oversee all mandated and compliance-related training (e.g., state licensure, safety, policy-based), while aligning these efforts with ongoing employee learning and development needs;
• Design learning programs that help prevent conflict, reduce burnout, and support mental health and well-being;
• Manage curriculum development & responsive learning;
• Manage and oversee coordination of employee engagement activities such as Employee Resource Groups and the annual All Staff Engagement Survey; and
• Introduce skill-building opportunities that empower staff to navigate change, conflict, and leadership growth with confidence. 

Culture & DEIA Integration: 

• Deepen the Center’s commitment to Diversity, Equity, Inclusion, and Accessibility (DEIA) through program design, leadership development, and inclusive facilitation;
• Co-lead organization-wide culture-building initiatives that embed equity, transparency, and belonging in daily practice;
• Drive continuous improvement by managing key metrics and assessments. This involves: 
  • Establish learning success metrics that directly link to organizational goals like employee retention, leadership readiness, and staff engagement;
  • Build and oversee tracking systems to measure the impact of professional development and employee experience programs;
  • Leverage data and feedback to inform and refine our training strategy; and
  • Monitor and measure the effectiveness of employee recognition efforts. 

Leadership and Partnership:

• Serve as part of the leadership team in the People Department and on CJI Leadership Team;
• Work cross-functionally with the People team, Operations, and Program leadership to ensure alignment between learning strategies and people management practices;
• Build and sustain external partnerships to strengthen talent pipelines and bring best practices in leadership development and restorative workplace culture into the organization;
• Supervise and mentor a Training Institute Director and team responsible for implementing high-quality learning, development, and engagement programs;
• Model restorative, strengths-based leadership and foster a culture of feedback, growth, and collaboration within the People department; and
• Additional tasks as necessary.

Qualifications: 

• Bachelor's degree and 5–10 years of progressive experience in talent development, HR, organizational learning, employee engagement, or a related field, Master's degree is preferred;
• Proven experience leading training and workforce development programs aligned with organizational HR goals;
• Experience supporting system-impacted individuals and/or designing workforce entry programs is a plus;
• Demonstrated experience applying restorative justice or restorative practices in a workplace or community setting;
• Deep knowledge of and commitment to DEIA principles and their application to organizational development;
• Skilled in employee relations, conflict resolution, and supporting inclusive performance and feedback systems;
• Strong interpersonal, communication, and facilitation skills;
• Strategic thinker with a collaborative spirit and ability to work across multiple teams and priorities;
• Comfortable managing up, navigating complexity, and leading change;
• Experience with data analysis and reporting to measure the ROI and effectiveness of training and engagement programs;
• Proven experience in curriculum design and development; and
• Proficiency with learning management systems (LMS) or other HR/learning software. 

Position Type: Full-time hybrid role with two days required in office with potential travel within the five boughs, Newark, NJ and Upstate NY.

Position Location: Midtown Manhattan.

Compensation: The compensation range for this position is $130,000 - $155,000 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.