OA has been providing Human Resources consulting services to our clients for 14 years. We are proud of the work we have done and the many organizations we have been privileged to have worked with, from private companies, to non-profits, and even public-sector organizations like cities, libraries, and agencies.
What are some of the things that can be part of an HR consulting project? They can really encompass all HR disciplines:
- Compensation consulting [base, incentive, executive cash and non-cash programs]
- Diversity, equity, inclusion, and opportunity programs [anti-harassment training, sensitivity training]
- Employee benefits plan design and compliance
- Employee communications [handbooks, policies, procedures]
- HR information systems
- Organizational design [organizational structure and job descriptions]
- Performance management systems [corrective action, annual reviews]
- Talent acquisition strategies [effective sourcing, screening, and selection techniques]
- Talent management and succession planning
- Training and development [supervisor training, skill training]
- Workplace investigations [harassment, policy violations]
Our experience is as deep as it is varied. Our professionals bring not only consulting experience to the table but also the experience of having led these programs as part of internal HR leadership. Our analysis and recommendations are borne out of practical experience.
Contact us to learn how we can help with your HR consulting and project needs…we’ll be pleased to share with you how our work has exceeded our clients’ expectations.
This month’s case study highlights how Organizational Architecture has assisted a Northeast Ohio wholesaler develop a performance management system.
With a new owner and management team, the leadership wanted to ensure that employees knew what was expected of them, and how performance was going to be measured. A good performance management tool is a great way to ensure that fair and consistent feedback is given to employees. These tools are also helpful when building succession planning systems and development plans.
Working with the new owner and the Chief Financial Officer, we mapped out their needs and got to work. They said:
Our business had been around for over 100 years before we purchased it. We knew it had a great reputation in our industry and had good people. But we also knew that some of our processes needed to be more formal, especially in our processes to guide our employees. We had updated our job descriptions, but we wanted to be able to link them to a performance management system so that we would be consistent in how we provided feedback.
OA has deep experience with performance management systems. They are especially good taking disparate tools like job descriptions, annual reviews, corrective action procedures, development plans, and talent reviews and connecting them together into a system that can be well-communicated, and most importantly, used effectively by staff and managers. The way they integrate separate processes into easily-understood systems, made it easier for us to start using it.
Additionally, they helped us with updating our compensation system so that we could tie rewards to performance. Clearly their experience as HR consultants as well as internal HR leaders leads them to recommend systems that will work and have been proven before. They were immensely helpful as we were getting control of our new business.
OA’s consulting experience is anchored in years of Human Resources leadership. We understand that in order for things to make sense and be useful, they have to be integrated so that managers can understand and explain not just the what, but the why, to employees.
If you’ve been following our updates, you know we have many public library projects under our belts. In case you missed it, here are some of the kinds of projects we have done for them:
- Job description update
- Base compensation studies
- Recruitment for Library Directors and Human Resources Directors
- Human Resources Audits
- Policy and procedure development
- Human Resources consulting
- Training and development
- And many other unique projects
You can find out more by following the link to our public library updates.
If you need assistance with any of these kinds of projects, contact us to find out how we can help!
Over the past few years it has been our privilege to work with a number of public libraries, and participate in library organizations at the regional, state, and national levels.
Since the pandemic started and libraries have had to find new ways of serving the community, we have been inspired by the resourcefulness and adaptability they have shown. The ways they have stayed actively engaged with the community through email messages and social media, making services available through technology, and adapting their services so that the communities they serve are able to access their library…even if they cannot get into the branches [yet]…has truly been remarkable.
We just want to send a thank you to
- Cleveland Public Library
- Cuyahoga County Public Library
- Clermont County Public Library
- Delaware County Public Library
- Stark County District Library
- Stow Munroe Falls Public Library
- Tiffin Seneca Public Library
- Toledo Lucas County Public Library
- Westerville Public Library
- Wickliffe Public Library
and the Ohio Library Council for being there for us and the community. We are grateful for the work you are doing to keep us informed, entertained, and engaged.
Organizational Architecture has been fortunate to work with many of Ohio’s public libraries. Our latest success story is helping the Tiffin – Seneca Public Library with its compensation strategy.
Tiffin-Seneca Public Library, a free county district public library, is committed to meeting the informational, educational, cultural, and recreational needs of all who live, work, or go to school in Seneca County, including those requiring special services such as the handicapped, the blind and hearing impaired, the aged and homebound, beginning and new adult readers, and preschool children. The library identifies needs, and then acquire, organize, and preserve materials and provide ready access to them. It provides trained, knowledgeable staff, participates in regional and statewide networks for resource sharing, and seeks to develop citizen awareness of the library and its services.
We worked closely with the Library Director Matthew Ross, and Fiscal Officer Celeste Baker on this project. They said:
We connected with OA and discussed our desire to compare our pay rates with the market. Their expertise performing compensation studies for public libraries was invaluable and they were able to quickly get started on our project.
They used several sources for compensation data including information collected from select peer libraries in our region. This information helped us understand what the cost of labor in our market is.
Once they completed their benchmarking, they provided additional tools such as recommendations on pay structure approaches and gave us insight into total rewards strategies that make sense for a library our size.
We are pleased with the work they performed and the assistance they provided us throughout the process…it really helped us refine our compensation strategy for 2021.
Public sector employers are one of our specialties. Whether you are a municipality, agency, or public library system, we can help with your HR programs, including recruiting, compensation benchmarking, and staff training.
Organizational Architecture has been privileged to work with clients to become better at making Diversity, Equity, Inclusion, and Opportunity [DEIO] programs part of how their organizations work. We also think that it is important to collaborate with colleagues who are not only knowledgeable about these programs but can also bring an authentic perspective as well.
Recently we connected with Sage & Maven, a leadership and social justice consulting firm that specializes in equity and inclusion, social justice, non-profit management, and leadership development. Their team of Phyllis Harris and Ryan Clopton-Zymler are well-respected leaders in this space, and we are so grateful that we are able to work together on programming for our clients.
Topics for training workshops and policy and procedure development include:
- Engaging in difficult dialogues about race and gender
- Racial equity with intention
- Workplace culture
- Organizational development
- Effective supervision skills
- Mid-career management leadership development
- Executive coaching and development
- Anti-harassment policies and training
You can also participate in the conversation…Sage & Maven is hosting an online event on Thursday January 28 2021 at 12.00p EST called Sustaining the Movement: How are we holding organizations and ourselves accountable for keeping the anti-racism and anti-oppression movement alive?…click on the title to register!
If you would like to learn how we can help…send us a note and we will be glad to share more about how we have helped our clients, whether they are private-sector organizations, municipalities, libraries, or non-profits.
A couple years ago we posted several entries on our website’s updates page with some ideas on how you can get your HR department off to a good start for the year. We thought it would be a good idea to share these again so that you can get your HR house in good order.
First, make sure your required postings are updated. There are certain federal and state postings that must be displayed so that your employees can see them. They cover minimum wage, Family and Medical Leave Act, Equal Employment Opportunity, and others. Your state may also have separate required postings…in Ohio we have to post coverage with workers’ compensation and the state minimum wage. Your municipality may have additional postings as well.
Second, review and update your employee handbook. We’ve talked about this before…a current employee handbook helps your managers manage and helps your employees know what’s expected of them. We know it seems like a chore to do this, but it can be one of the most useful tools for managing. You don’t have to agonize over perfect wording…you can always revise it as needed. If something doesn’t work…change it…but make sure you let employees know so that they aren’t caught off guard.
Third, audit your HR processes. You may not get to this in Q1 because of all of your other priorities, but make sure you get it into the queue for 2021. Are there better ways of doing things? What gaps do you have? Performing an audit of your HR department can help you spot ways to improve efficiency and effectiveness, and free up time to provide your customers with new or better services. It can help you get in front of compliance issues as well.
Having led HR departments in the past, we know how busy the beginning of the year is with winding down annual enrollment, managing performance appraisals, and getting ready for merit increases. Spending some time on these other matters in the first quarter will help you prepare for a good year managing your HR function.
The State of Ohio has released its new Minimum Wage poster for 2021. Ohio employers are required to post this in a conspicuous place where the employees can see the poster easily. Visit Ohio.gov to print your copy and post as many as needed in your workplace.