Associate Director, Talent Acquisition & Onboarding, People Resources (Brooklyn, NY)

Brooklyn, NY
Full Time
People Resources

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.

Who you are:

The Associate Director, Talent Acquisition & Onboarding will be a visible, proactive problem-solver who is excellent at organizing, effective at building strong relationships and influencing at all levels across the Institute.  The Associate Director will also be able to be both strategic and execute with great thoughtfulness and attention to detail, possess a dedication to delivering work of the highest caliber and able to cultivate an open, warm, caring environment where Verans can be their best selves, as managers, leaders, and within teams.  The Associate Director must be able to drive many key initiatives for our people programs, processes and partnerships that are robust, automated, scalable, and repeatable, all within a supportive, reliably transparent environment. Measures of success include a high level of diverse and successful recruits, positive employee relations, strong talent retention and solid administration of the function.

Responsibilities include, but are not limited to:

Talent Acquisition

  • Partners with hiring managers in developing recruitment strategy to identify and source highly qualified and diverse talent for current open roles within the Institute.
  • Manages the recruitment process and life cycle, including the applicant tracking system, initial assessments, interviews, and offers. Provides recruitment support and guidance to hiring managers with hiring and employment data. May develop specialized or competitive intelligence and research regarding talent development or retention.
  • Develops a pipeline of talent with high interest in justice reform and a growing affinity for Vera’s vision, mission and values
  • Initiates and strengthens relationships with college and university recruiting programs, participates in employment events, such as career fairs to develop pipeline of diverse talent.
  • Uses social media, job boards, Internet sourcing, and other technical means to source and track applicants through the selection phase through to onboarding candidates.
  • Counsels the candidate on benefits, salary, and corporate environment.

Onboarding & Acculturation

  • Own the end-to-end orientation and onboarding process that is engaging, mission-centric, includes tactics for remote engagement, and effective--a process that resonates with all new Verans 
  • Provide guidance to hiring teams to ensure all communication/touch points are reflective of the Vera’s mission, vision and values, the new hire’s role, and best incorporates activities and materials

Employee Relations

  • Builds partnerships with all levels of staff from individuals to teams, from individual contributor to executive leadership.
  • Advises managers and supervisors in best employee relations practices and strategies for addressing issues as they arise.  Collaborates with Learning & Development to create further training as needed.
  • Coaches and advises staff on solving problems and implements resolutions for performance management challenges; provides guidance on corrective actions, policy interpretation, and other workplace people resources challenges.
  • Maintains good communication and positive relationships with employees to promote employee satisfaction.
  • Conducts exit interviews, analyzes trends or opportunities for feedback or improvement, particularly in areas related to employee engagement.


  • Manages the Vera Summer Internship Program, inclusive of the Justice Scholars Program, year-round interns and fellows. 
  • Develops and manages Vera alumni network
  • Leads or contributes to Vera initiatives and projects such as the employee milestone recognition program, the employee assistance and resiliency program, the corporate donation program, the bi-annual employee feedback survey, regular review and maintenance of People Resources Intranet.

People Resources Administration

  • Prepares and analyzes talent acquisition metrics and provides reports that support decision making on talent acquisition strategy, onboarding strategy and engagement, staff retention. Reviews and prepares position descriptions for each job posting and ensures descriptions accurately reflect the work being performed by incumbents.
  • Develop clearly written communications to support timely distribution of various talent resources and correspondence, managing systems and processes to ensure quality control, accuracy and efficiency in all processes 
  • Manage and lead all day-to-day maintenance of the Applicant Tracking System
  • Ensure the maintenance of accurate and well-ordered documentation and record keeping on all candidates, searches, hiring manager interactions, interviews and other recruiting activities.
  • Manage reporting and maintenance of talent acquisition and onboarding/offboarding metrics for process improvement; communicate the results of this data to the Chief People Officer
  • Ensure compliance with company policy and local, state or federal law, and support any Affirmative Action Plan goals and compliance-related reporting
  • Supports the quarterly review of promotions, salary adjustments,
  • Support and participates in the annual performance review process

Other duties as assigned

What qualifications do you need?


  • Bachelor’s degree and 9-12 years of human resources, talent acquisition, employee relations and engagement. In lieu of degree requirement, applicable work or life experience may be considered.
  • Experience in recruiting and hiring diverse talent
  • People Resources analytical and programming experience


  • Master’s degree
  • SHRM certification

List of Required Software Applications:

  • Microsoft Word, Excel, PowerPoint, Outlook, Publisher
  • ADP
  • JazzHR
  • Navex
  • SharePoint
  • Culture Amp
  • Smartsheets
  • Microix

Compensation and Benefits

The compensation range for this position is $125,000 - $127,000. 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 / Associate Director, Talent Acquisition & Onboarding, 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



Apply for this position

Apply with
We've received your resume. Click here to update it.
Attach resume as .pdf, .doc, .docx, .odt, .txt, or .rtf (limit 5MB) or Paste resume

Paste your resume here or Attach resume file

To comply with government Equal Employment Opportunity and/or Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more.

Invitation for Job Applicants to Self-Identify as a U.S. Veteran
  • 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.
Veteran status

Voluntary Self-Identification of Disability
Voluntary Self-Identification of Disability Form CC-305
OMB Control Number 1250-0005
Expires 5/31/2023
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

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
Please check one of the boxes below:

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.

You must enter your name and date