HR Business Partner

About the Community Economic Defense Project (CEDP) & CED Law


Our Mission

We partner with low-income and working people to build economic and racial equity. We do this by confronting economic abuse and investing in community wealth. We use an ever-evolving set of legal, economic and advocacy tools to challenge and dismantle unjust systems, building quickly towards a world where all people have what they need to live and thrive.


Our Organization

The Community Economic Defense Project (CEDP) is a Colorado-based nonprofit. Launched in 2020 as the COVID-19 Eviction Defense Project, our organization was formed to keep our neighbors housed during the pandemic. Working with clients, we built a deeply integrative approach to eviction, foreclosure, and homelessness prevention that centers the legal and financial needs of housing-insecure families and uses a variety of tools to keep them housed.


Our team now serves more than 1,000 people per month, bringing together housing lawyers, economists, data analysts, policy-experts, organizers, and technologists to serve our clients. We have served more than 68,000 low-income Coloradans across 54 counties, distributing more than $280 million in emergency assistance. We have also contributed to the passage of major legislation to prevent eviction, stop economic abuse, and make credit and life-saving medication cheaper. CEDP's model has been cited as a best practice by the White House and HUD in 2022-2023, think tanks like the Urban Institute, and in the media.

Building on our work to stop evictions, CEDP has further expanded its integrated services model to include disaster response, predatory towing, debt collection, benefit access & navigation, long-term rental assistance, and homelessness response. Similar to CEDP's work on rental housing, these efforts offer a continuum of care that includes navigation and advisory services, targeted payments, legal support, and the ability to participate in advocacy.

More about the HR Business Partner Role:

We're on the lookout for a dynamic, adaptable, people-centered, HR Business Partner to join our growing People team. This role provides comprehensive support across the employee lifecycle and serves as a trusted partner to employees and leaders alike. The ideal candidate thrives in a fast-paced environment, enjoys balancing strategic thinking with hands-on execution, and is passionate about creating an exceptional employee experience.


Reporting to the VP of People & Culture, this position will support a wide variety of People functions, including recruiting, onboarding, employee relations, leave administration and accommodations, HRIS administration, compliance, and offboarding. The successful candidate will be a collaborative problem-solver who can build strong relationships, navigate complex employee situations, and help foster an inclusive, mission-driven workplace.

This position offers a unique opportunity for a Human Resources professional looking to expand their business partnership skills and grow their career. The HR Business Partner will receive direct mentorship and coaching from the VP of People & Culture, gaining exposure to strategic People initiatives, organizational development, workforce planning, leadership coaching, employee engagement, change management, and People operations. We are committed to investing in the professional growth and development of this role and helping the successful candidate build the skills needed for future advancement within the HR profession.


In this role you will:

• Employee Relations & HR Business Partnership (30%)
  • Serve as a trusted advisor and first point of contact for employees and supervisors regarding HR policies, workplace concerns, employee relations matters, and People programs
  • Partner with leaders to provide guidance on performance management, employee development, coaching, corrective action, and conflict resolution.
  • Conduct workplace investigations and support resolution of employee concerns while ensuring consistency, fairness, and compliance.
  • Assist in developing and implementing People initiatives that support employee engagement, retention, and organizational culture.
  • Support managers through organizational changes and workforce planning activities
• Leave Administration & Accommodations (30%)
  • Help administer employee leave programs, including FMLA, FAMLI and other state leave programs, parental leave, ADA accommodations, and other protected leaves
  • Coordinate the interactive process for accommodation requests and maintain appropriate documentation
  • Partner with employees, managers, Payroll, and external vendors to ensure timely and compliant leave administration
  • Educate employees and managers on leave policies and available resources
  • Assist managers with return to work planning to ensure a positive experience for employees returning from leave
• HR Operations, Compliance, & HRIS Administration (20%)
  • Maintain accurate employee records and ensure data integrity within the HRIS and related systems
  • Process employee lifecycle transactions, including new hires, transfers, promotions, compensation changes, and separations
  • Support compliance with federal, state, and local employment laws and regulations
  • Assist with audits, reporting requirements, and recordkeeping obligations
  • Be a subject matter expert on People policies, procedures and documentation and suggest updates and areas for improvement that are person-centered
  • Generate reports and analyze workforce data to support organizational decision-making
• Talent Acquisition & Onboarding (15%)
  • Support full-cycle recruiting for assigned positions, including job postings, candidate screening, interview coordination, and offer administration
  • Support hiring managers with identifying talent needs and using effective recruiting strategies to bring on talent
  • Ensure equitable and positive candidate experience throughout the hiring process
  • Coordinate and help facilitate new employee onboarding and orientation
• Offboarding & Employee Transitions (5%)
  • Coordinate employee separations, including exit interviews, documentation, system updates, and communication with internal and external stakeholders
  • Support analysis of exit trends and provide recommendations to improve retention and employee experience
  • Ensure compliance with all separation-related legal and organizational requirements

Position Requirements:

• Bachelor's degree in Human Resources, Business Administration, Organizational Development or a related field, or equivalent professional experience
• 3-5 years of progressive Human Resources experience in a Coordinator, Generalist, HR Business Partner, or other similar role
• 2+ years of experience conducting employee investigations required
• Ability to be onsite at CEDP offices as needed, likely 1-2 times per week
• Experience in nonprofit organizations, social services and/or legal is a plus
• Strong knowledge of multi-state employment laws and HR best practices
• Experience administering multi-state leave programs and accommodations
• Experience supporting full-cycle recruiting and onboarding is preferred
• Excellent interpersonal and communication skills, with the ability to interact effectively with employees at all levels of the organization
• Strong knowledge of employment laws and regulations required
• Demonstrated ability to handle sensitive and confidential information with discretion
• Proven ability to maintain confidentiality and handle sensitive information with discretion.
• Detail-oriented with strong organizational and time management skills
• Proficiency with HRIS platforms, Microsoft Office and Google Workspace
• Ability to work collaboratively with people of diverse personal and professional backgrounds with a focus on social, racial justice, and equity.

Additional Details:

• Candidates must reside in Colorado, ideally within the greater Denver Metro area. The position includes competitive pay, flexible time off, benefits package (including medical, dental, vision), and 401(k).
• A base salary of $73,000 a year, plus a $1,000 per year in-person employee salary adjustment
• All employees receive a technology stipend of $720 per year
• Employees who utilize two languages or more at work are eligible for a $2,000 salary differential per year added to the salary grade listed above. Language assessment will be conducted by the organization as a requirement to receive the differential
• Applications will be reviewed on a rolling basis but must be received by June 19th, 2026
• The estimated time to complete the recruitment process will be by June 29th, 2026
• As in-person work is required, all employees at CEDP & CED Law are expected to maintain current vaccination status in keeping with CDC recommendations.
• CEDP is an equal opportunity employer, committed to creating an inclusive environment for all employees. Employment decisions are made without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected status.