Competitive Salary

Job perks are always a plus, but salary is critical when assessing a career transition. That’s why the foundation conducts annual salary reviews and benchmarks against peer institutions and the local market. Our salaries are competitive, while still aligning with the core principles of our nonprofit roots.

We believe in open conversation about salary with candidates, new hires, and existing employees. Managers are encouraged to advocate for their staff and partner with foundation talent management on long-term planning for employees.

Health Coverage

Your well-being is our priority, so we provide top-quality coverage to keep you and your family healthy. Coverage begins the first day of the month following your full-time date of hire.



The foundation partners with Cigna to provide full-time employees with options for their medical care and the care of their families. With three comprehensive plans to suit all budgets, you can choose what works best for you without compromising quality of care.



The foundation covers 100 percent of dental insurance cost with Lincoln Financial for full-time employees and their families. You’ll have access to an extensive provider network, outstanding care, and a variety of services, including preventive, diagnostic, restoration, and more.



The foundation covers 100 percent of full-time employee and family vision plans with EyeMed Vision Care. EyeMed’s network includes popular providers such as Pearle Vision, Sears Optical, LensCrafters, and more, and there’s a low copay for in-network services.

Time Off

We are firm believers that productivity increases when employees have ample opportunity to unwind and enjoy time away from work, so we’ve crafted our time-off policy around that belief. New full-time employees begin to accrue paid vacation time at the end of their first full month of employment at the foundation and may earn up to 15 days their first year, depending on date of hire.

That’s not all. The foundation grants employees three days of paid administrative leave and two paid personal days each year, in addition to the observation of paid holidays (including the full week between Christmas Day and New Year’s Day). Employees accrue sick time on a monthly basis as well and can earn up to 15 days per year.

Our generous time-off policy makes us an employer of choice among advancement professionals looking for balance between their professional and personal lives.

Bike Rider on Campus

Retirement & Insurance Plans

When considering your next career move, it’s important to think ahead. Working with us means you’ll be prepared for whatever your future holds.

Saving for Retirement

Full-time employees can begin to contribute to TIAA after their first full month of employment. If you contribute 5 percent, the foundation will contribute 8 percent. It’s that simple to plan for your retirement. Additionally, you’ll have the option to contribute to a separate, supplemental account.

Disability Insurance

The foundation provides peace of mind by covering 100 percent of the cost for short- and long-term disability coverage for full-time employees. Disability benefits are provided as a source of income should an employee suffer from a non-work-related injury or illness.

Basic Life and
AD&D Insurance

As a full-time employee, you’ll receive complimentary life and accidental death and dismemberment insurance, paid 100 percent by the foundation. Your coverage amount is 3.5 times your annual salary, with a maximum benefit of $500,000. Rest assured that your loved ones will be covered and cared for in all circumstances.

Student on Rutgers campus

Tuition Remission

Furthering its dedication to employee education and growth, the foundation’s tuition remission program for degrees up to and including doctoral programs provides opportunity not to be missed. Aligning with Rutgers University’s policy, full-time employees are eligible for up to 100 percent remission, depending on salary level. Tuition is credited directly by University Accounting, which means no tuition bill for you.

Have a child eager to be scarlet? Tuition remission for your child’s first bachelor’s degree is an option as well! This policy opens doors that for some might otherwise remain closed, and we are proud to provide this opportunity to our valued employees and their families.

Those who work at the foundation will either be classified as a foundation employee or a university employee, depending on their job.
The benefits above are those available to foundation employees. An overview of university employee benefits can be found here.


We’d love to hear from you.