People Partner

The Organization

Center for Justice Innovation is a nonprofit dedicated to advancing community safety and racial justice. Since 1996, we have 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 manifests 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;
• Providing expert assistance and policy guidance to reformers across the country and beyond.

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 be the primary contact for a dozen business units (between 350 and 400 employees).

• Build strong, consultative relationships with business unit leaders and establish 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.
• 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 conflict resolution, communication strategies, and team‑building initiatives.
• Support thorough investigations as needed and ensure appropriate documentation, resolution, and follow‑up.
• 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.
• 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 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.
• Additional tasks as necessary.

• 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, 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 advisory responsibilities.
• Ideal for someone transitioning into a People Partner role with strong project management, cultural engagement, and stakeholder partnership experience.
• 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  and Paycom.
• Demonstrate commitment to…