Human Resources Business Partner

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, $130 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 is seeking an experienced Human Resources Business Partner (HRBP) to join our growing People department. This role will serve as a senior employee relations partner, offering credible, strategic advice to business units and acting as a trusted advisor to enhance the employee experience. Reporting to the Director of Employee Relations, the HRBP will serve as the primary People contact for a dozen business units (between 350 and 400 employees), providing trusted human resources and employee relations guidance in alignment with organizational and programmatic goals, and reinforcing the Center for Justice Innovation’s mission, values, and culture.

• Build strong, consultative relationships with business unit leaders by gaining a deep understanding of program strategy and objectives, establishing this role as the primary employee relations contact and strategic partner for assigned units;
• Advise and guide managers and staff on a wide range of employee relations matters, including performance issues, conflict resolution, and workplace concerns; interpret and apply HR policies, procedures, and best practices to support fair and consistent outcomes;
• Provide day-to-day performance management support to managers, including coaching, counseling, and assistance with employee development and performance improvement plans;
• Partner closely with team leaders to identify and resolve people-related challenges with professionalism, discretion, and objectivity; offer specialized HR expertise to support areas such as conflict resolution, development of effective communication strategies, and team building initiatives;
• Support thorough investigations as needed and ensure appropriate documentation, resolution and follow up as needed;
• Conduct routine meetings with business unit leaders to proactively assess and address emerging employee relations needs; document key themes and integrate insights into broader HR strategies, training efforts, and employee development initiatives; and
• Monitor and track employee relations trends within assigned business units using a centralized tracker; analyze data to identify patterns and deliver targeted training or interventions to mitigate risk and strengthen workplace culture.

• Communicate and collaborate with other HRBPs to ensure consistent application of policies and procedures across business units; serve as both an employee advocate and a strategic HR partner;
• 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.

• Bachelor’s degree required; HR certifications (e.g., PHR, SHRM-CP) strongly preferred;
• Minimum of 4–5 years of progressive HR experience, ideally within a mission-driven or non-profit organization;
• Strong working knowledge of federal, state, and local employment laws and HR best practices; experience drafting and implementing HR policies preferred;
• Proven ability to handle sensitive and confidential matters with sound judgment, discretion, and professionalism;
• Skilled relationship-builder with excellent consultative, organizational, and project management abilities;
• Hands-on, action-oriented approach with the ability to operate independently while collaborating effectively with a geographically dispersed and diverse team;
• Comfortable managing multiple priorities in a fast-paced, evolving environment while maintaining a high level of attention to detail and responsiveness;
• Technologically proficient; experience with HRIS, ATS, and performance management tools, with a preference for JazzHR and Paycom; 
• Demonstrate commitment to cultural competency, equity, and inclusion; able to engage respectfully and effectively with people from a wide range of backgrounds and perspectives; and
• Proficient in Microsoft 365 applications, including Word, Excel, Outlook, and OneDrive.

Position Type: Full time. 

Position Location: Midtown Manhattan. Hybrid role with a requirement to be on-site 2-3 days a week. 

Compensation: The compensation range for this position is $85,000 - $100,000 and is commensurate with experience. 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 does not sponsor or support any immigration status, which includes supporting or completing any foreign student training plan. 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.

As of February 10, 2023, New York City Executive Order 25 rescinded the COVID-19 vaccination requirement for City workers, new hires, and contracted employees. While the Center does not require vaccination, we strongly recommend that all staff, interns, and volunteers stay up to date.

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.