HR&A pays the full cost for a $50,000 life insurance plan and disability insurance. Employees have the option to buy additional life insurance and accidental insurance through Cigna. 

Short-Term Disability: If an employee is unable to work due to an unexpected medical situation, they will be eligible to receive 60% of their covered weekly earnings, up to $2,308 per week, for a period of up to 24 weeks. 

Long-Term Disability: If an employee continues to be unable to work after 6 months of short-term disability, they will be eligible to receive 60% of their covered earnings, up to $10,000 per month, for long-term disability. 

Employees are eligible to participate in the company’s 401(k) salary deferment plan after one  month of full-time service (employee contributions only); employees become eligible for annual employer contribution to a PSP and ESOP after 12 months of service as full-time employee, with vesting of this contribution over a period of six years.

Employees are immediately eligible for the WageWorks transit program and United Health Care flexible spending, out-of-pocket medical and dependent care benefits. (These programs allow employees to designate a portion of their income on a pre-tax basis for reimbursement of qualified transportation, medical, and dependent care expenses as defined by the IRS).

Vacation hours accrue monthly over the course of the year. New employees can accrue 15 vacation days per year. After two years of service, the limit increases to 17 vacation days per year. After 10 years of service, the limit increases to 20 vacation days per year. Principals receive 20 days per year if they have 3 years of service.

HR&A observes a total of 9 paid federal holidays and additional discretionary holidays each year.

Employees may use up to 10 days per year (non–bankable).

Employees have the option to access statutory unpaid leave of up to 12 weeks per year per FMLA, once they have 12 months of service. This is in addition to state leave benefits.  

Employees are eligible for $20,000, payable in $10,000 increments over two years, and will also be eligible for surrogacy costs that are permitted under state law. This benefit will be offered to all full-time employees with at least 12 months of employment at the firm.

Employees on our current (and future) major medical plans have coverage for fertility treatments, including up to three rounds of IVF, for infertility caused by an underlying medical condition. To further enhance this coverage, the firm will provide expense reimbursement for eligible fertility treatment that is not covered by our insurance of up to $10,000 annually with a lifetime maximum of $30,000. 

Employees with at least six months of continuous full-time service are eligible for paid parental leave of up to six weeks for birth or adoption of a child and up to 12 weeks of paid parental leave for those with minimum of 12 months of employment.

HR&A offers benefits to employees’ domestic partners on the same terms and conditions that married couples receive.

HR&A now provides an additional method for reporting an incident of alleged harassment, including sexual harassment and discrimination, through a third-party provider: Insperity’s Anti-Harassment Hotline. This best practice service offers a safe and confidential way for all employees to report any incident of harassment, whether it occurs internally or while working with external clients or vendors.

HR&A sponsors staff participation in conferences and professional development events and networks. To empower each employee to pursue their individual professional development goals, HR&A offers a $1,500 annual stipend via Insperity. HR&A believes in the continual education and growth of our talent, and we offer staff a wide range of learning opportunities: 

• We host regular skill-building training on real estate, finance, economic and social impact, spatial analysis, and other topics specific to our work.  

• To help our staff grow as well-rounded professionals, we offer workshops on various topics like communications, design, networking, social media, and business development.  

• HR&A is also committed to learning from a diversity of voices and perspectives, so we host regular talks with urban development leaders and host events in our offices with industry partners and professional organizations.  

Employees have access to a variety of tax-free spending accounts, including public transit.

Beginning on January 1, 2023, each employee is provided $500 annually to support their wellness. This stipend will be paid semi-annually — $250 per six-month period. Qualifying expenses can be stress reduction aids like coloring books, gym clothing, or therapy sessions.

All employees are eligible for $4,000 per year on eligible expenses for themselves and dependents if travel over 100 miles from home is needed for a medical treatment. 

HR&A’s mentorship program supports new and junior staff by pairing them with a Partner Mentor, Advisor, and Peer Guide. Each employee will have the opportunity to engage with others across the firm, learning how to navigate and grow within the company. Additionally, HR&A offers a BIPOC Sponsorship program to provide additional leadership sponsorship of BIPOC-identifying staff.  

HR&A’s employee affinity groups act as a safe space for members to share successes, identify common issues, promote ideas for impact, and deepen cultural dialogue across the firm. We currently have seven ERGs: the Accessibility, Foreign-Born, Black, Asian American and Pacific Islander, Latino/a “Comunidad”, Women’s, and Queer ERGs.

HR&A offers Lyft/Uber business accounts for work travel. Cars home are provided for in-office work past 8 p.m.

HR&A offers weekly office lunches — an opportunity to connect with colleagues over a meal. 

Access to Insperity’s marketplace “Perks at Work” with a curated list of discounts based on what is trending and popular amongst other employees across its network.