Director, Human Resources Operations

Location

Manhattan, NY | United States

Job description

THE OPPORTUNITY

The Center for Justice Innovation (formerly the Center for Court Innovation) is seeking a dynamic and forward-thinking Director of Human Resources Operations to lead the Center’s growing human resources operations. The Director of HR Operations will build and support a high-performing team with efficient and service-oriented HR functions to effectively serve the Center’s programs and projects. The Director will drive strategic HR-related planning in areas of organization design, recruitment and talent management, compensation planning and philosophy, professional development and talent management, and staff and manager coaching and performance management. The Director will join the Center’s leadership team and collaborate on a strategic and tactical level with the executive members and other operating leaders on a variety of HR and business-related initiatives to support the Center’s operational goals. The Director will prioritize developing and executing a ‘people-oriented’ strategy to propel the Center’s growth and reputation as an excellent nonprofit workplace, which currently employs over 800 employees. The Director will report to the Chief Administrative Officer and be based in NYC with a hybrid schedule (approximately 10-15 days per month at project sites and/or in the Manhattan headquarters) and requires some travel to the Center’s project sites as well as in person time with peers, executives, and HR teams.

More About the Center for Justice Innovation

The Center for Justice Innovation (the Center), formerly known as the Center for Court Innovation, grew out of the Midtown Community Justice Center, which was created in 1993 to address crime and safety issues in and around Times Square. The project’s success in reducing both crime and incarceration led the New York State Unified Court System to establish the Center for Court Innovation as an independent nonprofit dedicated to justice reform. Over the years, the Center have helped design, implement, and run dozens of programs (some of which now function independently of the Center, such as the Brooklyn Treatment Court), produced original research about hundreds of justice initiatives, and hosted tens of thousands of visitors interested in justice reform.

In 2023, the Center changed its name to the Center for Justice Innovation to reflect how its work has evolved from primarily court-based to a combination of justice system- and community-based programming that emphasizes local leadership, community empowerment, prevention, equity, and safety. The work of the Center touches all stages of the justice system, from arrest through reintegration into the community. But its work goes further by seeking to reduce the need for justice system involvement in the first place. Its primary long-term goal is to identify and resolve as early as possible the challenges that bring people into the criminal and civil legal systems. The Center does this in several ways, including investing resources in underserved communities, problem-solving side-by-side with populations affected by crime, and building programs that respond to offending and increase safety without imposing lasting harms on individuals or communities. As an organization that works closely with systems and with communities, the Center is uniquely positioned to bridge the gap between them, fostering communication, understanding, and trust. The Center’s approach involves collaboration among its three main teams: research and evaluation; direct-service programming; and training and expert assistance. Research informs programming, programming informs research, and both research and practice inform the Center’s efforts to train and assist communities across the U.S. and internationally in adopting tailored reforms. 

Candidate Profile and Key Qualifications:

The ideal candidate will exemplify the following competencies and characteristics:

• 7+ years of demonstrable experience as a human resources leader in large, complex nonprofit organizations with managerial, problem-solving, and strategic planning experience;
• A commitment to centering diversity, equity, inclusion, accessibility, and belonging in human resources;
• Experience implementing HR systems and processes including policy and procedure development;
• Clear and accessible communication skills to translate HR functions and support across the organization;
• Experience customizing HR functions as needed for various departments and programs, realizing the Center has various needs across the organization;
• Working knowledge of compensation/total rewards programs;
• Passion for systems and strategy including those that support onboarding, offboarding, employee retention, staff recruitment, and talent development;
• Ability to quickly learn a new organization and develop relationships across departments and teams;
• Exceptional judgement and a high level of emotional intelligence including the ability to observe organizational dynamics and support a positive organizational culture;
• Demonstrated commitment to the Center’s mission and values; experience working in social services is a plus;
• Desire to support a complex, decentralized, and fast-paced organization; and 
• Enthusiasm for leading change management while proactively coaching staff, peers, and the HR team.

Core Responsibilities

Responsibilities of the Director of HR Operations include but are not limited to:

HR Operations and Management:

• Build, develop, lead, and coach a team of HR professionals to be business partners who support the needs of the Center and its employees;
• Lead and manage the implementation of the Center’s HRIS system and oversee the discovery, design, and implementation of additional systems to support the HR team’s work;
• Develop, implement, and manage the strategic recruitment, hiring, onboarding, retention, and salary structure processes in keeping with the Center’s institutional values and in line with best practices with a lens of equity, diversity, and accessibility;
• Develop new and enhance existing functional areas of support such as recruitment, talent development, and training and performance management;
• Research, develop, and implement competitive compensation, benefits, performance appraisal, and employee incentive strategies including a total rewards approach to benefits and compensation strategy; and
• Develop transparent approaches to measure and monitor the lifecycle of Center staff and the effectiveness and efficiency of HR functions.

HR Policy and Practice: 

In partnership with the Director of Employee Relations:

• Liaise with the legal team, provide advice and develop the Center’s personnel policies and procedures;
• Provide expert counsel and advise staff and leadership on human resource related topics such as performance management and performance issues, workforce development, and interpersonal conflicts;
• Maintain knowledge of laws, regulations, and best practices to ensure compliance with employment, benefits, insurance, safety, immigration and other laws, regulations, and requirements;
• Champion culture development initiatives, including developing organization values and leading efforts to strengthen a warm, inclusive, and creative culture; and
• Work in partnership with the Center’s People and Culture Department and Training Institute to support diversity, equity, accessibility, inclusion, and belonging initiatives and staff trainings.

Leadership:

• Collaborate with executive leadership and program/project leaders to define the Center’s long-term mission and goals; identify ways to support this mission through talent management and hiring;
• Identify key performance indicators and utilize them to assess the Center’s human resources and talent management functions; and
• Participate in professional development and networking conferences and events to promote the Center’s workplace and ensure that Center is taking advantage of current resources.

Position Type: Full-time, Hybrid

Position Location: Manhattan, NY

Compensation: The compensation range for this position is $125,000 - $135,000 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%.

To Apply: This search is being conducted by Challenges and Solutions, LLC. If you need accessibility modifications to complete this application, please email the address below with your needs. To apply, you must submit a cover letter and resume to the posting on Jazz HR. You many also email (with a subject of “JI - HR Operations”), in confidence, to: Mo Coffey at [email protected].

The Center for Justice Innovation is an equal opportunity employer. We are committed to fostering an inclusive and diverse workplace, and as such, we do not discriminate on the basis of 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 lesbian, gay, bisexual, and transgender communities, as well as individuals with prior contact with the criminal justice system. Our aim is to create a supportive and respectful environment where every individual, irrespective of their background or identity, feels valued and included.

As of February 10, 2023, New York City Executive Order 25 rescinded the requirement of the COVID-19 vaccination for City workers, new hires, and contracted employees. Accordingly, the Center does not require all new hires be vaccinated against the COVID-19 virus; however, the Center recommends all staff, interns, and volunteers stay up-to-date on the vaccination.

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

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Salary