Associate Director, Employee Relations and Labor Strategy

Center for Justice Innovation•New York, NY

37d•$125,000 - $140,000•Hybrid

About The Position

The People Department is seeking an experienced and strategic Employee Relations leader to serve as Associate Director, Employee Relations and Labor Strategy within the People Department. Reporting to the Director of Employee Relations, this role will provide senior-level employee and labor relations leadership across assigned portfolios and organizational functions, serving as a strategic partner to program leadership and the broader People department. The Associate Director will serve as the lead advisor on complex employee relations matters, labor relations strategy, workplace investigations, organizational risk mitigation, leadership coaching, and performance management practices. This role will partner closely with program leadership to support operational effectiveness, strengthen workplace culture, ensure equitable and legally compliant practices, and reinforce the Center’s mission, values, and restorative justice-informed approach to employee relations. The candidate brings deep experience navigating unionized environments, managing high-risk and high-volume employee relations matters, and influencing leaders through complex organizational dynamics with professionalism, credibility, and sound judgment.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Employment Law, Organizational Development, Public Administration, Business Administration, or a related field required
7+ years of progressive Employee Relations, Human Resources, Labor Relations, or related experience required
Minimum of three (3) years of experience supporting unionized workforces and navigating labor-management relationships required
Demonstrated experience managing complex employee relations matters, workplace investigations, performance management processes, and organizational risk concerns required
Experience advising senior leaders on employee relations, labor relations, performance management, workplace culture, and organizational effectiveness within fast-paced, operationally complex environments required
Strong working knowledge of employment law, labor relations principles, workplace investigations, and HR best practices
Strong conflict resolution, mediation, consultation, and stakeholder management skills
Ability to analyze workforce trends and develop proactive organizational interventions and training strategies
Strong investigative writing, documentation, and analytical skills
Technologically proficient; experience with HRIS, ATS, and performance management tools, with a preference for JazzHR and Paycom, Microsoft 365 applications, including Word, Excel, Outlook, and OneDrive
Commitment to equity, inclusion, cultural competency, and restorative justice-informed people practices

Nice To Haves

Master's degree strongly preferred
Prior supervisory experience leading, coaching, and developing HR, Employee Relations, Labor Relations, Human Resources Business Partner, or comparable teams strongly preferred
Professional HR certification strongly preferred (SPHR, SHRM-SCP, PHR, SHRM-CP, or equivalent)
Advanced training, certification, or specialization in Labor Relations, Collective Bargaining, Employment Law, Workplace Investigations, Mediation, Conflict Resolution, or related disciplines preferred
Experience serving as a senior advisor or escalation point on high-risk employee relations matters preferred
Experience supporting operationally complex, field-based, community-based, nonprofit, public sector, or mission-driven organizations strongly preferred

Responsibilities

Serve as a senior Employee Relations leader for the organization, providing strategic guidance on complex employee and labor relations matters across multiple portfolios within a highly operational and unionized environment.
Advise senior leadership on organizational risk, progressive discipline, performance management, conflict resolution, workplace culture concerns, and employee engagement strategies.
Lead high-risk and sensitive employee relations matters, including workplace investigations, employee misconduct concerns, leadership escalations, and complex performance management processes.
Partner with the Director of Employee Relations, Legal, HR Operations, and program leadership to ensure consistent and equitable application of organizational policies, collective bargaining obligations, employment law requirements, and People practices.
Provide strategic coaching to leaders regarding accountability, documentation, difficult employee conversations, organizational change management, and team effectiveness.
Identify systemic employee relations trends and operational risks through case tracking, workforce data, and recurring themes; develop proactive interventions, leadership training strategies, and culture stabilization efforts in response.
Partner with the Director of Employee Relations and Legal Department in preparation for collective bargaining initiatives, contract interpretation, and labor-management strategy discussions.
Support labor relations strategy by advising leaders on union-related matters, grievance trends, workplace practices, and employee engagement approaches within represented environments.
Serve as an escalation point and thought partner to People Partners and Employee Relations Specialists regarding complex or high-impact employee relations matters.
Assist in the development and implementation of consistent Employee Relation standards, documentation practices, and investigative protocols across assigned portfolios.
Conduct regular strategic meetings with program leadership to assess workforce concerns, operational challenges, and emerging organizational risks impacting employee experience and retention.
Contribute to broader People Department initiatives focused on leadership development, workplace culture, employee engagement, and equitable people practices.
Partner with Director of Employee Relations to provide coaching, mentorship, and professional development to People Partners and Employee Relations Specialists, fostering a high-performing, accountable, and service-oriented Employee Relations function.
Assist with establishing clear performance expectations, provide ongoing feedback, conduct performance evaluations, and support employee development to strengthen team effectiveness and leadership readiness.
Assist with overseeing workload distribution, portfolio assignments, case prioritization, and service delivery standards to ensure timely, consistent, and high-quality support across employee relations, labor relations, workplace investigations, and performance management matters.
Ensure consistency in employee relations practices, policy interpretation, documentation standards, investigative processes, and leadership consultation across assigned portfolios and Employee Relations team members.
Support departmental planning, workforce strategy, operational priorities, and the implementation of Employee Relations initiatives designed to enhance organizational effectiveness, employee experience, and leadership accountability.
Assist with monitoring team capacity, service standards, and operational performance while identifying opportunities to improve processes, increase efficiency, and strengthen risk mitigation efforts.
Support succession planning efforts within the Employee Relations function by developing staff capabilities, identifying future leaders, and building organizational readiness for leadership transitions.
In the absence of the Director of Employee Relations, serve as the designated departmental leader for the Employee Relations function, assuming responsibility for departmental operations, leadership consultation, escalated employee and labor relations matters, and executive-level decision support to ensure continuity of service and organizational responsiveness.
Represent the Employee Relations function in leadership meetings, cross-functional initiatives, and organizational projects as delegated by the Director of Employee Relations.
Communicate and collaborate with other Employee Relations team members to ensure consistent application of policies and procedures across business units.
Serve as a trusted employee relations advisor and a strategic HR partner.
Identify systemic employee relations trends and organizational risks through case tracking, workforce metrics, turnover data, employee engagement indicators, and recurring themes; develop proactive interventions, leadership training strategies, and culture stabilization efforts in response.
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.