ABOUT US

The Center for Appellate Litigation (CAL) is a leading holistic legal services organization dedicated to providing high-quality representation to low-income New Yorkers. We are committed to ensuring that every individual has access to fair and just legal representation in the appellate courts and in a full panoply of post-conviction litigation. Our mission is to fight injustice through exceptional advocacy and enduring compassion for each client. We envision a post-conviction process grounded in our clients' humanity. Our team of dedicated attorneys, paralegals, and staff work tirelessly to advocate for our clients' rights and uphold the principles of justice.

POSITION OVERVIEW

The Managing Director of Equity, People, and Culture ("EPC") serves as CAL's senior people leader, responsible for HR governance, labor relations, and the strategic integration of equity and inclusion into organizational systems and culture. The Managing Director of EPC will help guide how the organization supports, develops, and retains staff, while building a workplace centered on equity, inclusion, and well-being. As a member of the executive management team, the Managing Director of EPC will report to the Executive Director. The Managing Director of EPC will work closely with the executive management team, supervisors, and staff as a trusted partner and advisor.

RESPONSIBILITIES

1. Leadership & Strategy

• Lead the development and implementation of strategic goals for people operations, equity, inclusion, and workplace culture
• Build efficient and cost-effective HR infrastructure to meet the organization's goals in recruitment and hiring, performance evaluation, retention, regulatory compliance and recordkeeping
• Ensure HR systems and policies are regularly audited and updated to reflect changes in law, the CBA, and organizational needs
• Work with executive leadership to lead CAL's labor relations strategy, playing a key role in settling grievances, bargaining with the Union during collective bargaining negotiations and ongoing labor relations, including investigations and policy issues
• Supervise staff and consultants responsible for workplace experience and DEI initiatives, ensuring their performance meets organizational goals and expectations.
• Strengthen teamwork, collaboration and high-level performance within the organization by promoting practices and procedures that support fairness and accountability
• Model and promote a culture of clear, consistent communication, ensuring staff understand HR policies, programs, and their rights and expectations under the CBA

2. Equity & Culture

• Manage personnel issues, grievances, investigations, and disciplinary matters at all levels and serve as a trusted resource for staff, providing guidance and support around workplace concerns related to culture, inclusion, and interpersonal dynamics
• Lead the development and execution of a DEI strategic plan aligned with CAL's mission and based on feedback received from, amongst other things, staff surveys, anti-bias training, and the annual DEI Report
• Integrate diversity, equity, and inclusion into organizational systems and practices
• Integrate staff feedback on HR, DEI, and race, class, power, and privilege into organizational discussions, trainings, and policies by developing curricula and facilitating learning sessions that address areas of concern identified through staff input and data insights
• Continuously review organizational practices and procedures, and spearhead reforms to make them more equitable and inclusive
• Promote alternative conflict resolution methods and mediate disputes between staff as appropriate
• Advise managers and staff at all levels on issues relating to sexual harassment, anti-discrimination, equity, and conflict navigation
• Supervise the development of an annual DEI report assessing workplace culture and equity and inclusion efforts, including actionable recommendations and strategic goals, and share the report with all staff to inform and guide subsequent organization-wide discussions

3. Staff Support & Development

• Continue enhancing onboarding practices and lead HR-related trainings to ensure new staff have what they need to succeed and thrive at CAL
• Organize and support staff engagement initiatives, events, and activities that build community, promote collaboration, and strengthen a sense of belonging across roles and teams
• Lead training for new supervisors on CBA policies
• Periodically review benefits to make sure they are competitive, fair, and accessible
• Establish and monitor equitable processes for hiring, promotion, and offboarding, using data to identify and address disparities
• Create systems, structures or processes as needed to address discrepancies in recruitment, advancement or retention that may be disclosed by exit interviews and ongoing data analysis
• Conduct exit interviews with outgoing staff and work with senior leadership to review aggregated insights to improve retention, culture, and workplace practices

4. Data, Systems & Compliance

• Use data to understand staff needs and track progress towards strategic goals
• Evaluate and improve HR systems and tools to support accurate recordkeeping, reporting, and staff experience
• Ensure compliance with employment laws and internal policies
• Ensure all HR practices align with CBA requirements, proactively identifying compliance risks and proposing solutions

QUALIFICATIONS

General Experience

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or a related field and/or a professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
• 4-6 years of leadership experience in People Operations, Human Resources, and/or Diversity, Equity, and Inclusion roles
• Demonstrated experience leading or supporting equity-focused initiatives, culture- building efforts, and employee engagement strategies
• Experience leading in a unionized environment, with a strong understanding of labor-management relationships, resolving grievances, and contract administration
• Direct experience supporting and/or participating in collective bargaining, including preparation, negotiations, and implementation of agreements
• Experience in a public defender office, legal services organization, or similarly mission-driven, high-intensity environment is strongly preferred
• Lived experience with incarceration, the youth justice system, or the criminal legal system-either personally or through close family or community connections-is highly valued. Candidates with such experience are encouraged to apply

Leadership & Strategy

• Proven ability to develop and implement people, culture, and equity strategies that align with a client-centered, justice-driven mission
• Experience advising senior leadership on employee relations, workplace culture, equity, and labor issues, including navigating union considerations
• Ability to balance organizational priorities, ethical obligations to clients, and collectively bargained rights of staff

Public Defender & Workforce Insight

• Understanding of the unique demands of indigent defense, including intensive caseloads, court deadlines, and the emotional impact of representing marginalized clients
• Experience developing or supporting programs that address secondary trauma, burnout, and staff wellness, particularly for attorneys and client-facing staff
• Familiarity with attorney and non-attorney union structures, and the ability to build collaborative, trust-based relationships with union leadership
• Ability to integrate equity and racial justice principles into workplace policies and practices in a way that reflects the mission of public defense

DEI Expertise

• Strong understanding of equity frameworks, anti-racism practices, and inclusive workplace strategies, particularly in legal or advocacy settings
• Experience facilitating or coordinating trainings on bias, inclusion, and cultural competency, ideally with legal professionals or multidisciplinary teams
• Ability to assess organizational practices and recommend equity-driven policy, practice, and systems changes

Human Resources & Labor Knowledge

• Leadership experience with HR policy development and compliance auditing
• Demonstrated experience in implementing HR best practices, including recruitment, onboarding, performance management, and employee relations
• Proficient in employment laws and compliance requirements, including those specific to unionized workplaces and collective bargaining agreements
• Experience interpreting and applying collective bargaining agreements in day-to- day operations, including the grievance processes

Communication & Interpersonal Skills

• Excellent written and verbal communication skills, with the ability to engage attorneys, client advocates, support staff, leadership, and union representatives with credibility and empathy
• Strong facilitation, negotiation, and conflict resolution skills, particularly in complex or high-stakes environments

Data & Evaluation

• Experience using data and qualitative feedback to assess workplace culture, track equity goals, and inform decision-making
• Ability to translate insights into practical, mission-aligned recommendations

Values & Approach

• Deep commitment to racial justice, equity, and the mission of public defense
• Demonstrated ability to approach sensitive issues with discretion, cultural humility, and sound judgment
• Collaborative, solutions-oriented mindset with the ability to support staff while advancing organizational accountability and change

LOCATION

The position is based at CAL's New York City office. CAL has a hybrid remote office policy. The preference is for the Managing Director of EPC to be in the office most of the week.

However, the Managing Director of EPC may work remotely up to 12-days per month.

SALARY

Salary will be commensurate with experience, ranging from $130,000 for a candidate with four years of prior experience with People Operations, Human Resources, and/or Diversity, Equity, and Inclusion roles to $165,000 for a candidate with six or more years of prior experience, including leadership experience, with People Operations, Human Resources, and/or Diversity, Equity, and Inclusion roles. CAL offers comprehensive medical benefits, a retirement account, and generous vacation time, holidays, personal and sick days.

ANTICIPATED START DATE

The position is anticipated to begin on September 14, 2026.

HOW TO APPLY

Please submit a resume and cover letter as one pdf file. To apply, click on the APPLY HERE link or go to https://bit.ly/CALHR2026 and fill out the form, which asks for some basic information, and submit your resume and cover letter as a SINGLE PDF. Applications will be accepted until position has been filled.

EQUITY AND INCLUSION

At CAL, we embrace and value our staff's diversity, recognizing that our differences strengthen our community and advance our mission. We strongly encourage candidates of all identities, orientation experiences, and communities to apply. CAL is proud to be an equal opportunity employer, and all qualified applicants will receive consideration for employment without unlawful discrimination on the basis of age, arrest or conviction record, caregiver status, citizenship status, color, credit history, creed, disability, gender identity or expression, genetic information, national origin, marital status, partnership status, pregnancy, race, religion, salary history, sexual and reproductive health decisions, sexual orientation, status as a covered veteran or active military service member, or status as a victim of domestic violence, stalking, and sex offenses in accordance with applicable federal, state, and local laws.