The Manager, Human Resources Partnerships serves as the leader of the HR Partnership function, providing strategic direction, operational oversight, and leadership while acting as a senior advisor to organizational leaders. The role reports to the Associate Vice President, Human Resources Partnership, Strategy & Operations.
The successful Manager is a strategic people leader who balances organizational priorities with employee experience, develops high-performing HR professionals, strengthens leadership capability, and drives organizational effectiveness.
This is a supervisory position.
The Manager is expected to work a full-time (37.5 hours/week) shedule. We prefer candidates who are based in or near one of our offices and able to work in a hybrid capacity, particularly in Washington, DC. We're also open to remote candidates located within the contiguous United States.
What You'll DoHR Partnership Function Leadership (35%)
- Build team capability through leadership, coaching, developing, mentoring, and support.
- Evaluate and strengthen the team's operating model, strengthening functional excellence and consistency through use of data and dashboards.
Employee Relations, Compliance, and Risk Management (25%)
- Provide strategic oversight and guidance for employee relations matters, grounded in a strong understanding of federal, state, and local employment laws, regulatory requirements, and compliance standards.
- Partner with the Office of General Counsel to further advance the development and implementation of standards and best practices for investigations and documentation, promoting adherence and consistency across the organization.
Strategic Business Partnership and Organizational Effectiveness (20%)
- Serve as a strategic advisor and thought partner to senior leaders on workforce planning, talent strategy, succession planning, team/manager effectiveness, and organizational health.
- Serve as an escalation point for highly complex employee, leadership, and organizational matters.
Culture Building and Change Leadership (20%)
- Lead people strategy components of enterprise-wide initiatives, championing Earthjustice culture by visibly modeling its values and leading positive, sustainable change.
- Lead initiatives designed to evaluate and improve employee engagement, retention, inclusion, and culture, coaching senior leaders and managers on leadership effectiveness and talent management.
- Develop workforce insights and dashboards, using analytics to diagnose trends and assist in the implementation of targeted development and engagement strategies.
Supervisory Responsibilities
- Directly supervises Senior HR Partner(s), and HR Partner(s). Responsible for hiring, onboarding, coaching, performance management, career development, succession planning, and employee engagement.
- Uphold Earthjustice's mission and values by fostering a respectful, inclusive, and collaborative work environment, providing clear direction and feedback, and promoting a culture of learning for all team members.
- Oversee relavant administrative, budgeting, and personnel management of direct reports, ensuring that all organizational policies and standards are met.
Required Travel
Ongoing Learning
- Actively pursue professional development and contribute to a culture of learning by building skills and sharing knowledge.
Please note that the percentage breakdowns provided serve as a guideline and that other duties may be assigned as part of the job's requirements.
What You'll Bring- Bachelor's degree or equivalent experience. Minimum 10 years of progressive HR experience, including significant experience as a strategic business partner.
- Minimum of 2 years supervising a HR team.
- Active SHRM-SCP, SPHR, or equivalent strongly preferred.
- Extensive knowledge of employee relations, employment law, investigations, organizational development, workforce planning, and talent management.
- Strong business acumen. Experience fostering clarity and accountability while leading a distributed team.
- Ability to operate in a fast-paced, evolving environment while managing multiple priorities. Exceptional executive presence, sound judgement and the confidence to make thoughtful decisions in complex, ambiguous situations.
- Data-driven, highly collaborative, influential and able to build trusted relationships with staff at all levels across the organization.
- Exceptional communication skills, including the ability to simplify complex issues and provide clear guidance.
- High emotional intelligence.
- Demonstrated commitment to Earthjustice's values of Justice, Excellence, Inclusion, and Partnership.
- Skill in leading diverse teams with emotional intelligence and cultural competence; fosters growth through mentorship, effective communication, and constructive feedback while hiring and developing team talents to align with organizational needs.
Salary and BenefitsWe offer a competitive salary and excellent, comprehensive benefits. We also offer a casual and congenial work environment.
Salaries at Earthjustice are determined by working location and are commensurate with the experience required.
The annual salary range for this role in San Francisco, CA or New York, NY is $183,200 - $203,500.
The annual salary range for this role in Washington, DC, Seattle, WA, Los Angeles, CA, or Chicago, IL is $174,100 - $193,400.
The annual salary range for this role in Denver, CO or Philadelphia, PA is $164,900 - $183,200.
The annal salary range for this role in Bozeman, MT, Miami, FL, or Houston, TX is $155,700 - $173,000.
To ApplyInterested candidates should submit the following materials via Jobvite by
November 1, 2026 to be considered. Incomplete applications will not be considered.
Resume.
Cover letter.
Information about our hiring process and tips for success can be found at https://earthjustice.org/about/jobs/hiring-process. Please reach out to [email protected] if you are having technical difficulties submitting your application.
The statements herein are intended to describe the general nature and level of work being performed by employees assigned to this classification. It is not an exhaustive list of all responsibilities, duties, and skills required for personnel so classified.
