Fall NYNJ Regional Operations Intern

ADL’s ​NYNJ Regional Operations Team​ team is looking for a dynamic intern to join us from September 14 to December 18, 2026. The ideal candidate will have experience with working in an office and multitasking​. Our ​Regional Operations internship provides the opportunity for students to gain practical experience with responding to antisemitic incidents, hate crimes data, community partnerships, and legislation.  

Application portals will close at 12 PM ET on August 14th, 2026. ADL will confirm the selected candidates by mid-August. 

• ​​Assist Regional Operations team in identifying local and state level legislation for ADL to support and prioritize and assist with meeting and outreach preparation.​ 

• ​​Craft outreach to community partners, including law enforcement and college partners; collaborate with Regional Operations team on events, including assisting with logistics, outreach, and program facilitation.​ 

• Assist Associate Regional Director with crafting social media strategy and creating graphics  

• ​​Work with the Regional Operations staff to monitor and assign incidents reported to our office; analyze hate crimes data for Incident Response database, including law enforcement data. May assist Assistant Regional Directors with closing low-level incidents.​ 

• Must possess high school diploma or equivalent  
• Passion for non-profit work  
• Desire to start building career within non-profit sector 

• Excellent communication skills
• Collaborative team-player
• Creative and innovative; takes initiative
• Results-oriented – a problem solver (versus a problem identifier) 
• Excels in dynamic environments that require adaptability 
• Ability to manage multiple priorities simultaneously  
• Energized by ADL’s mission and work 

• You will learn about real-life decision-making challenges and help us develop real-time solutions.
• You will have the opportunity to present your work at internal forums within ADL.
• You will have practical, hands-on experience with responding to antisemitic incidents, hate crimes data, community partnerships, and legislation.
• Collaborate with, meet and learn from ADL subject matter experts at all levels and become familiar with the varied work we do to “stop the defamation of the Jewish people and secure justice and fair treatment to all.”

ADL aims to create a working environment where every employee can thrive professionally. Our mission-driven work is best accomplished in an environment that supports belonging. ADL values a diverse workplace and strongly encourages people of all races, religions, nationalities, genders, LGBTQ+ individuals, people with disabilities, and veterans to apply. ADL is an equal opportunity employer. Recruitment, hiring, promotions and other terms, conditions and privileges of employment shall be maintained in a manner which does not discriminate on the basis of age, race, creed, religion, color, national origin, sex, sexual orientation, gender expression, marital status, physical or mental disability, veteran status, or military status, or in violation of any applicable Federal, state or local laws.    

ADL will ensure that individuals with disabilities are provided reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. For individuals with disabilities who would like to request an accommodation to support the interview process, please contact the People & Culture department at talentacquisition@adl.org.    

ADL will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable State, Local, and Federal laws. 

The information in this job description indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, or be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job, nor is it to be interpreted as a contract for employment.