Who we are:

The Vera Institute of Justice, founded in 1961, is a nonprofit criminal justice organization that strives to build just government institutions and safe communities free from the scourge of racism, white supremacy, profit, and inequity that is pervasive in this country’s legal systems. We are an “inside” lane organization that drives change at scale with ambitious public sector leaders who share our commitment to building anti-racist, reparative systems that deliver justice. We leverage our access to government to transform these systems and work collaboratively with stakeholders across many movements—including advocacy, grassroots, and grasstop organizations. Our role is to pilot solutions that are transformative and achievable, harness the power of evidence to drive effective policy and practice, and use advocacy and communications to change narratives and norms.

Vera has a staff of 300 people and offices in New York City, Washington, DC, Los Angeles, and New Orleans. We are an equal opportunity employer with a commitment to diversity in the workplace. We expect our staff to embody respect, independence, collaboration, commitment, anti-racism, and equity—both in our outward-facing work and the internal culture of our workplace. We value a range of experiences in people’s educational backgrounds and encourage people who have been directly impacted by the criminal justice system to apply.

The People Resources (PR) team is focused on delivering a memorable, positive and seamless employee experience at Vera Institute of Justice. Reporting to the Associate Director, Total Rewards, the People Resources Analyst will provide high-level administrative support related to vendor management (contracts, invoices, etc.) and serve as HRIS subject matter expert and valued partner to the PR team to ensure data integrity, maintain and identify opportunities to improve, optimize, support, and maintain ADP and other PR-related systems. This role will also ensure compliance with all relevant federal, state, and local employment laws and regulations and escalate systems issues as appropriate.

Who you are:

The Analyst will approach all work with a strong attention to detail and with a solution-focused lens; apply critical thinking and analytical skills when developing and executing work, to ensure that solutions are effective and efficient; work collaboratively with colleagues and stakeholders and also work independently, making progress toward goals while meeting deadlines. 

Responsibilities include, but are not limited to:

1. People Resources Systems & Data Integrity 

  • ADP
    • Responsible for initial data entry for all employment actions including hires/onboarding, promotions, transfers to off-boarding, inclusive of working with the bi-weekly payroll process 
    • Responsible for accurate and timely preparation of payroll grid in time for the biweekly payroll process.
    • Perform audits on people processes and documents, including hiring, termination of service, and payroll administration, when required.
    • Serve as the technical expert for ADP and keep track of technological advancements and trends in the field of HRIS. 
  • Culture Amp 
    • Upload data to system to ensure all active employees have access to the system
    • Initiate 30/60/90-day onboarding surveys for new hires and hiring managers
    • Initiative off-boarding process, including exit surveys
    • Work with Learning & Development manager to initiate annual employee engagement survey
    • Help troubleshoot issues with performance management system 
  • I-Sight 
    • Upload data to system to ensure all active employees have access to the system 
  • Greenhouse, SmartSheet and other PR-related systems
    • Maintain systems with respect to upgrades and patches and maintain ADP user security access including system permissions.
    • Troubleshoot technical issues, submitting tickets with vendors, researching knowledge bases for information, and working directly with vendors to resolve issues

 2. People Resource Administration Support 

  • Invoicing via Microix while maintaining roster of vendor payments 
  • American Express Reconciliation and Payment processing 
  • Work with Associate Director of Talent Acquisition & Onboarding to maintain People Resources team intranet page. 
  • Monitors and oversees internal and external stakeholder relations, including processing contracts, processing and tracking invoices and expenses, and more using internal systems.  
  • Accountable for working with PR Coordinator to ensure proper and complete maintenance of employee records by putting files, both digital and paper, into their proper locations accurately and in a timely manner.   
  • Backup for Benefits Associate
    • Maintain benefits-related data across systems.  

 2. Reporting 

  • Internal Reports
    • Weekly, monthly & quarterly reports
    • Diversity reporting – two weeks after each search has begun
    • Ad hoc reports  
  • External Reports
    • Affirmative Action Plan and other state and federal time-sensitive reporting 
    • Diversity reporting 
    • Ad hoc reports  

 4. Onboarding & Offboarding 

  • Coordinate off-boarding activities as people exit the organization, including initiating exit surveys and collaborating with the PR Coordinator to schedule exit interviews 
  • Back up to PR Coordinator and/or PR Assistant for the following:
    • Coordinate weekly onboarding process for new hires (sending onboarding schedules, materials and setting up virtual logistics as needed, present People Resources orientation), track attendance and engagement as necessary. 
    • Co-present new hire orientation and accept all new hire paperwork, ensuring compliance and completion of employee file
    • Prepare and send pre-employment paperwork, offer letters, and position change letter
    • Coordinate off-boarding checklist to employee & manager 
    • Coordinate off-boarding activities including archiving of employee personnel folders, archiving of employee personnel folders and determining file destruction date consistent with record retention policy

Other projects and duties as assigned. 

  • This includes but is not limited to communicating effectively with employees and management in providing general People Resources-related support regarding:
    • People Resources policy-related questions
    • General processes such as talent acquisition, onboarding/offboarding, performance management, learning & Development, promotions, employee relations and engagement matters 
    • Benefits-related questions

What qualifications do you need?

Required:

  • Bachelor’s degree, plus 0-3 years of relevant experience in human resources. In lieu of a Bachelor’s degree, applicable work or life experience may be considered 
  • Proficiency with Microsoft Office Suite, Office 365, Outlook, and Zoom 

Preferred:

  • Experience working with reporting data. 

Required Knowledge, Skills & Abilities: (e.g., Proficient with Microsoft Office Suite or similar software) 

  • Must be a highly organized self-starter who possesses the ability to juggle multiple projects in a fast paced, rapidly changing environment. 
  • Passion: You have a clear interest and affinity for justice reform and Vera’s strategic priorities. You are also curious and interested in a human resources career and supporting a truly diverse and talented workforce on the front lines of closing mass incarceration's front door; promoting safety, trust, and justice in a diverse America; and transforming the conditions of confinement. 
  • Communication: You are a top-notch communicator- both in writing and in person. You can provide customer service to employees on PR and benefits related questions and assist in the logistics surrounding employee events in the office. 
  • Prioritization: You are comfortable working in a fast-paced environment with many parallel projects; you are comfortable prioritizing projects, plans, and work activities, and can use time efficiently to develop realistic action plans. High attention to detail with sound judgement. 
  •  Interpersonal Skills: You have a history of relationship-building, strong orientation towards customer service and collaboration across functions and level, as well as the ability to maintain confidentiality. Must work well, both independently and with a team. 
  • Problem Solving Mentality: There’s no such thing as a problem because you are adept at generating creative solutions in the moment. You can identify and resolve problems in a timely manner while gathering and analyzing information skillfully. 
  • Quality Control: You demonstrate accuracy and thoroughness in everything you do and monitor your own work to ensure quality. You are detail oriented. 
  • Strong Work Ethic: You put in the time and energy it takes to get the job done. You’re comfortable prioritizing multiple initiatives in parallel to delivering results successfully. You are dependable and consistent, with the clear ability to follow through on projects and directions, while responding to feedback. 
  • Adaptability and Resiliency: You thrive in a fast-paced, flexible, team-oriented environment, and are motivated by challenges, with the ability to adapt to changing priorities and processes while managing competing demands. You do not give up in the face of challenges. 

Compensation and Benefits

The compensation range for this position is $70,000-75,000. Actual salaries will vary depending on factors including but not limited to experience and performance. The salary range listed is just one component of Vera Institute’s total compensation package for employees. As an employer of choice in our field, supporting Vera staff—both personally and professionally—is a priority. To do this, we invest in the well-being of our staff through other rewards including merit pay, generous paid time off, a comprehensive health insurance plan, student loan repayment benefits, professional development training opportunities and up to $2,000 annual for education costs and fees relevant to Vera work, employer-funded retirement plan, and flexible time and remote work schedules. To learn more about Vera’s benefits offerings, click here.

Applications may also be faxed to:

ATTN: People Resources / People Resources Analyst, People Resources 
Vera Institute of Justice
34 35th St, Suite 4-2A, Brooklyn, NY 11232
Fax: (212) 941-9407
Please use only one method (online, mail or fax) of submission.
No phone calls, please. Only applicants selected for interviews will be contacted.

As a federal contractor, and in order to ensure a healthy and safe work environment, Vera Institute of Justice is requiring all employees to be fully vaccinated and provide proof of their COVID-19 vaccine before their start date. Employees who cannot receive the vaccine because of a disability/medical contraindication or sincerely-held religious belief may request an accommodation (e.g., an exemption) to this requirement.

Vera is an equal opportunity/affirmative action employer.  All qualified applicants will be considered for employment without unlawful discrimination based on race, color, creed, national origin, sex, age, disability, marital status, sexual orientation, military status, prior record of arrest or conviction, citizenship status, current employment status, or caregiver status. 

Vera works to advance justice, particularly racial justice, in an increasingly multicultural country and globally connected world. We value diverse experiences, including with regard to educational background and justice system contact, and depend on a diverse staff to carry out our mission. 

For more information about Vera, please visit www.vera.org

Apply for this Job

* Required
resume chosen  
(File types: pdf, doc, docx, txt, rtf)
cover_letter chosen  
(File types: pdf, doc, docx, txt, rtf)


Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Vera Institute of Justice’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.