WHO WE ARE

The Center for Employment Opportunities (CEO) provides employment services to people recently released from incarceration. Across the United States, 8,000-9,000 people participate in CEO each year, transitioning to employment that supports themselves, their families, and their communities.
What began as a demonstration project of the Vera Institute of Justice in the 1970s to address employment barriers facing the formerly incarcerated following release in New York City has grown into the leading reentry employment organization in the country, where over 30,000 formerly incarcerated individuals have secured full-time employment since 1996.

MORE ABOUT US

Center for Employment Opportunities believes that everyone deserves the chance to shape a stronger future for themselves, their families, and their communities. People who are justice involved are highly encouraged to apply for vacant positions at all levels. CEO is committed to the CROWN Act, and creating an open space where our employees can present as their true authentic selves.
All qualified applicants will be considered for employment without unlawful discrimination based on race, color, religion, national origin, sex, age, gender, gender identity, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, citizenship status, current employment status, caregiver status, or any other category protected by federal, state, or local law. We value diverse experiences, including with regard to educational background and justice system contact.

Responsibilities of the People and Culture Specialist will include, but are not limited to, the following:

Initiative and Program Management (60%)

• Develop, implement, and manage CEO’s Affinity Group Program and Inclusion Training Series
• Create and manage schedules, identify facilitators, and provide tools, processes, communication, and resources to enable successful execution and administration of culture and engagement programs
• Work effectively with leaders and cross-functional teams to design, develop, and implement additional initiatives and programs that drive organizational culture and engagement during all phases of the talent lifecycle, including hiring, onboarding, ongoing development, performance management, and retention
• Project manage and support, sometimes in cross-organizational teams and groups, initiatives and programs that support the retention, development, and mobility of our justice-impacted staff, leading efforts to collect, organize, analyze, and share data that supports the organization’s understanding of progress to goals and take action
• Use employee feedback and data to assess the impact of learning and culture programs, support continuous improvement, and adapt to evolving development needs
• Support the development and delivery of the full People Analytics strategy including surveys on onboarding, engagement, and exits, partnering with People Analytics on analysis, reporting, and sharing recommendations based on key findings

Coaching and Consultation (20%)

• Serve as an advisor for Employee Experience team leadership, Senior Leadership, managers, and employees on culture, engagement, and belonging, helping to identify gaps and solutions that benefit teams and CEO
• In partnership with and as a representative of Employee Experience, provide guidance to managers, situations, and projects relating to personnel and organizational culture matters, such as workplace performance and interpersonal challenges
• Liaise with teams and managers across the organization to support team culture, engagement, and belonging, developing and recommending solutions to support progress
• Maintain knowledge of current and emerging engagement, culture, belonging, and retention best practices

Organizational Support and Team Management (20%)

• Represent CEO at conferences, professional associations, and other stakeholder meetings
• Facilitate, schedule and lead effective team meetings
• Support the Director II, Culture & Engagement, as well as the broader Employee Growth & Development and Employee Experience teams, in key strategic areas, including but not limited to: employee training and mobility efforts, developing and implementing systems for measuring the success of employee experience initiatives, and building visibility of the Employee Experience Team’s work at all levels of the organization
• Additional duties as needed related to core Employee Experience priorities