Title: People Partner Location: New York, NY Department: People Department Job Description: 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. 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 advisory responsibilities; - Ideal for someone transitioning into an 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 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 is unable to sponsor or take over sponsorship of an employment visa. 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.

Role Description The People Operations Partner plays an integral role in supporting our employees at our resorts, campgrounds, and hotels, and in the overall HR operations strategy. In conjunction with the central HR team, the People Operations Partner (POP) ensures the execution and success of HR plans, processes, and practices. The People Operations Partner (POP) will be responsible for the Western region. Benefits eligibility: - Full-time roles are eligible for Health benefits, 401K, and property discounts. Qualifications - Ideal candidate resides in: Houston, Dallas, or Denver. - Ability to build trusting relationships with individuals across the organization. - Ability to self-manage and prioritize time and deliverables. - Maintains high ethical standards and understands how to handle sensitive situations and confidential matters. - Excellent verbal and written communication skills. - Excellent organizational skills and attention to detail. - Strong analytical and problem-solving skills. - Ability to act with integrity, professionalism, and confidentiality. - Thorough knowledge of employment-related laws and regulations. - Proficient with Microsoft Office Suite or related software. - Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems. Requirements - Manage day-to-day HR activities and employee relations for regional properties to ensure strategic alignment with organizational objectives, compliance, and overall communications across the region and to the corporate HR and operations teams. - Develop productive relationships with regional operations and property managers to maintain an Open-Door environment. - Act as the culture champion for the assigned region. - Provide solution-oriented guidance to all associates in accordance with company standard operating procedures, policies, and practices. - Ensure property leadership is apprised of all HR-related initiatives. - Liaison with Corporate HR to respond to allegations of harassment, discrimination, associate disputes, grievances, and other sensitive issues. - Coach property Managers to provide direction and counsel. - Participate in new property acquisition activities as directed by the company. - Ensure compliance with federal, state, and local regulations covering labor relations, OSHA, EEOC, workplace safety, workers’ compensation, employment practices, and wage-and-hour requirements. - Conduct annual HR audits and HRIS audits and facilitate property training and development as needed. - Act as a business partner to GMs in driving process continuous improvement and change initiatives. - Support compensation analysis and planning regarding hiring decisions, promotions, annual evaluations, transfers, or reclassifications. - Conduct surveys and use stay and exit interviews to provide feedback on the properties' pulse. - Work with GMs to develop preventive safety training and provide PPE. - Lead training, talent management, and succession planning within properties. - Support miscellaneous HR projects and initiatives in conjunction with the corporate HR team. - Performs other duties as assigned. - Provides regular and reliable attendance. Benefits - Health benefits. - 401K. - Property discounts. Company Description Blue Water Hospitality is a growing organization that is always looking for enthusiastic team members to join its journey! Since its establishment in 2002, Blue Water has rapidly become a leader in the hospitality industry. We invest, develop, and manage RV resorts, campgrounds, hotels, and attractions. We have a range of accommodations, from cozy campsites to water parks to lavish hotel suites, and we pride ourselves on creating exceptional guest experiences. Blue Water Development Corporation is committed to the principles of equal employment opportunity and is committed to making employment decisions based on merit.

• Support the employee lifecycle: onboarding, probation tracking, performance reviews, and offboarding • Maintain HR documentation and employee data accuracy • Assist with implementation and improvement of HR processes and policies • Provide first-level support to employees on HR-related questions • Support managers in team engagement, performance tracking, and employee experience • Help coordinate performance and feedback cycles • Collect and analyze basic HR data (surveys, engagement metrics) • Support internal communications, including announcements, content creation, and maintaining internal channels • Assist with employee engagement initiatives, including events, presentations, and experience & recognition programs

Role Description The Sr. Labor Relations Business Partner leads and advances the execution of the Company’s U.S. labor relations strategy in a rapidly evolving organizing environment. This role operates as a strategic advisor to field and enterprise leadership, identifying labor vulnerability, mitigating organizing risk, and guiding compliance with federal and multi-state labor laws. - Leading campaign response strategy and election readiness - Advising leadership on NLRA and NLRB-related exposure - Conducting labor vulnerability assessments across retail and DC locations - Supporting the design of scalable labor risk mitigation frameworks - Supporting collective bargaining strategy where applicable - Driving organizational awareness of labor-related legal and reputational risk Duties and Responsibilities - Strategic Labor Risk Leadership - Lead execution of the U.S. labor relations strategy across retail and distribution center operations - Conduct labor risk and vulnerability assessments using engagement trends, ER data, operational indicators, and external labor market signals - Identify organizing risk and develop proactive mitigation strategies in partnership with HR, Operations, and Legal - Provide executive-level updates and recommendations regarding labor exposure, organizing activity, and risk posture - Translate federal and state labor law developments into actionable business guidance - LR Campaign & NLRB Strategy - Lead cross-functional coordination during organizing campaigns, election activity, objections, or unfair labor practice proceedings - Partner with Legal on NLRB filings, hearings, and compliance strategy - Prepare leaders for lawful communication and ensure adherence to NLRA requirements - Support campaign stabilization strategies post-election to mitigate operational and engagement disruption - Ensure documentation protocols and governance standards are followed during high-risk labor events - Leadership Advisory & Cross-Functional Influence - Serve as trusted advisor to retail, DC, HR, and executive leaders on complex labor matters - Assess and communicate potential legal, financial, operational, and reputational risks associated with workplace decisions - Influence policy and program decisions by evaluating labor relations impact - Guide leaders through time-sensitive crisis situations that require rapid, legally compliant action - Systems, Governance & Leader Enablement - Design and implement scalable labor relations playbooks, rapid response protocols, and best practice frameworks - Develop and facilitate advanced labor awareness training programs to increase leadership capability in high-risk environments - Audit workplace practices to ensure alignment with labor law and company values - Create structured reporting and trend analysis tools to monitor workforce risk indicators - Build cross-functional awareness of labor relations shifts impacting the retail industry - Policy & Compliance Strategy - Identify requirements for new or revised policies based on federal and multi-state legislative changes - Partner with Legal to ensure compliance with evolving labor regulations - Ensure labor practices align with company values and workforce expectations - Support collective bargaining strategy and contract administration where applicable Qualifications - Bachelor’s degree in labor relations, Human Resources, Law, or related field - 7–10 years progressive labor relations experience, including organizing campaign exposure - Strong knowledge of the National Labor Relations Act (NLRA), NLRB processes, and multi-state labor compliance - Experience advising leaders in complex, high-risk workplace matters - Demonstrated ability to influence cross-functional stakeholders - Experience supporting collective bargaining and/or arbitration preparation preferred - Strong analytical skills with ability to translate workforce data into actionable risk mitigation strategies - Excellent training, facilitation, and executive communication skills - Ability to manage multiple high-impact initiatives in fast-paced environments Requirements - Willingness to travel regularly, sometimes on short notice, to support a wide geography of retail and DC locations – up to 75% - Operates in high-ambiguity, time-sensitive environments requiring strategic judgment and discretion Benefits - The annual base salary range for this position is $127,500.00 - $169,670.00 - Health: Choose a healthcare plan to fit you and your family’s needs with medical, dental, and vision coverage. Sephora also fully covers our employees’ disability and life insurance. - Wealth: Competitive 401k with 4% match, FSA and HSA programs, and a Student Debt Retirement plan. - Balance: Empowerment to find the perfect blend of work/life balance with PTO, flexibility, and protected leave. - Growth: Career growth opportunities with access to training, development, and tuition reimbursement. - Perks: 30% discount on all merchandise/services, opportunities for free product or “gratis,” and flash sale discounts on LVMH brand products. - Support: Free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse.