People Partner

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:

Operating Programs that pilot new ideas and address local challenges;

Conducting original research to evaluate what works-and what doesn't; and

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 ovatingjustice.org.

THE OPPORTUNITY

The Center is seeking an experienced People Partner 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 People Partner will serve as the primary 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.
Responsibilities include but are not limited to:
Business Unit Support and Guidance:

• 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.

Organizational Support and Strategy:

• Communicate and collaborate with other People Partners 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.

Qualifications:

• Advanced degree required; HR certifications (e.g., PHR, SHRM-CP) strongly preferred;
• Minimum of 4-5 years of experience in human resources or a related people-facing role (e.g., program management, employee engagement, or workplace culture leadership), with demonstrated exposure to employee relations or HR functions;
• Foundational understanding of HR policies and employment law preferred; willingness to grow into compliance and policy…