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Human Resources Director search for the Clermont County Public Library

Posted by on Feb 17, 2020 in Blog, Government and Public Sector, Openings, Public Libraries, Talent Acquisition | 0 comments

Human Resources Director search for the Clermont County Public Library

We are privileged to assist another public library with their recruiting needs. On behalf of our client, the Clermont County Public Library [CCPL] we are seeking exceptional candidates for a new Human Resources Director opening. The Human Resources Director leads the organization’s Human Resources Department and is responsible for the development and implementation of the library’s comprehensive talent management strategy. As the principal people manager, s/he will be the driving force behind the individuals who help realize CCPL’s mission to foster lifelong learning by providing resources that inform, programs that engage and ideas that inspire.

Specifically, the Human Resources Director will assess, set, implement, and achieve long-term Human Resources goals and objectives in the areas of employee relations, performance management, training and development, recruitment, compensation, benefits, compliance, personnel administration and others in alignment with the library’s strategic plan. Also, this person serves as the critical liaison to all CCPL’s staff and managers. In addition, the Human Resources Director is the primary Human Resources business partner to executive leadership.

Position Qualifications:

  • 10 or more years of professional experience in all Human Resources disciplines [employee and labor relations, performance management, training and development, recruitment, compensation, benefits, compliance, personnel administration, etc.] is required.
  • A bachelor’s degree in Human Resources, Business Administration, or a related field is required.
  • A master’s degree is preferred.
  • Experience hiring, training, developing, supervising, and evaluating staff is required.
  • Experience as a Human Resources leader in a medium- to large-size public employer is preferred.
  • Experience with the requirements of transparency and openness in all matters required of public organizations is required.
  • Experience in multi-unit / multi-location management and with distributed workforces is required.
  • Experience building consensus and relationships among business partners, executives, managers, and staff is required.
  • Experience using the internet, social media, networking, employee referrals, job postings, open houses, and virtual job fairs to develop candidate pipelines is required.
  • Experience with capturing metrics and producing various employment-related reports is required.
  • Experience collaborating with and influencing board members or trustees is preferred.
  • Experience working as part of a senior management team is preferred.
  • SHRM-CP/SHRM-SCP or PHR/SPHR certification is preferred.

Position Benefits:

  • Comprehensive healthcare benefits including medical, dental, vision, life, and more.
  • Generous paid time off benefits.
  • Eligibility to participate in the Ohio Public Employees Retirement System [OPERS].

 About Our Client:

Clermont County Public Library began library service in 1955, with a bookmobile and a small office as its first facilities. Since then, the library system has expanded to 10 locations, achieving a goal of the Library Board to have a library within fifteen minutes driving time of all Clermont County residents.

To Apply:

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. No phone calls or faxes will be accepted. No third party candidates please. Applications will be accepted until the position is filled.

Client success story – medical device company

Posted by on Feb 12, 2020 in Blog, HR Contractors and HR Consultants, Success Stories, Talent Acquisition | 0 comments

Client success story – medical device company

Did you know we help companies with temporary HR assistance? Last year a healthcare device company here in Northeast Ohio reached out to us when they needed some extra hands-on-deck with their recruiting.

Larger organizations usually have a staff of Human Resources professionals to cover all the bases: employee relations, recruitment, benefits, training, etc.  But just because they are larger doesn’t mean that they aren’t lean…from time-to-time there’s more work than people and they need help.

Our client had a similar need…there were a lot of open positions and they needed the help of a recruiter to help source and screen candidates.  Some of these positions were very industry-specific; others were in different parts of the country.

They told us:

We found we had more openings to fill than we had staff to do it effectively and needed some help. A mutual contact referred OA and we asked for their help.

Within days they were able to present HR professionals who were well-qualified to recruit.  We met with them and selected one to assist us with our recruiting projects. We were pleased with how quickly our consultant got up to speed, learned our business and the roles we needed to fill, and located quality candidates quickly.

In our case it helped that our consultant was experienced and very autonomous. She was able to work independently and provide results.  She frequently checked in with us and was onsite as needed, but for the most part once we gave her an assignment we knew she could handle it completely.

Our consultant Evy Davis started adding value immediately and was able to locate candidates quickly…even for roles the client’s recruiting department had trouble filling.  That’s because we have developed a network of well-qualified consultants who bring expertise in their specialty as well as the ability to work effectively without a lot of client oversight.

Sometimes you just don’t have enough team members to do the job, or you don’t have a particular expertise on staff.  Our temporary HR consultants and contractors can help. Onsite or offsite, performing routine tasks or managing whole projects, OA is your resource for assistance. Contact us and check out other success stories to learn more.

What exactly is an open door policy?

Posted by on Feb 11, 2020 in Best Practices, Blog, Harassment, HR Consulting | 0 comments

What exactly is an open door policy?

Most of us have heard the phrase open door policy in the work environment.  But what exactly does that mean? Or rather what should it mean?

Recently a client shared that although they have used this term before, the reality is they don’t like it.  They felt it was a waste of their time and didn’t do anything to resolve issues.  They even cited a recent business book that advised doing away with open door policies altogether!

We agree that these policies have problems, but we also agree that in most cases, they are ill-defined, have no structure, are not communicated well, and no one knows what their role is…neither managers nor staff.

What is an open door policy?

It depends. Colloquially a manager may say they have an open door policy and encourage people to come talk to them when something is on their mind.  While this seems straightforward, leaving it there leads to a host of problems and soon the manager may want to close that open door and even lock it.

In other places you see something stated in the employee handbook, usually a couple of paragraphs. But again, it rarely goes beyond letting the employees know they should talk to management if they have questions about their jobs. It certainly doesn’t tell them much about the process or provide guidance on how to resolve matters on their own.

A bona fide open door policy is designed to ensure that employees who are having issues at work have an avenue to express them to someone who can do something about it.  It invites and encourages employees to let management know if there are issues so that management can address it.  If an employee chooses not to use the open door policy, then the organization has some defense against claims the employee may make through courts or agencies.

Having said that, the way organizations [mis]manage their open door policy can cause more problems. For example:

  • Managers who have not been trained on responding to open door questions may not know they can acknowledge them without taking immediate action, which allows them to seek guidance and try to uncover other facts.
  • Also, managers may not know that ‘open door’ does not mean they can’t set limits…they may need to limit the amount of time they are available to address open door issues or redirect the discussion to current issues and not previously-discussed issues.
  • Employees have not been told what the open door policy can and cannot do for them, and they may have unrealistic expectations or believe they do not have to be part of the solution.
  • Employees use it as a means to gripe without offering solutions.
  • Some employees fear bringing matters up because they fear how they will be perceived…that they are a complainer or a problem employee.
  • Employees fear retaliation…if managers respond poorly or in a retaliatory way to issues that have been raised, employees will stop sharing them.

Avoiding pitfalls can make your open door policy an effective tool in fostering good employee relations and providing you with a means to uncover issues before they get into courts or agencies.  Here is what we recommend:

  • Develop policies and procedures that explain the role of the manager in the open door process.
  • Provide managers with guidance on how and when to respond, and how to manage the conversations.
  • Communicate the open door policy to employees and make it clear that they have the RIGHT to bring important matters up or ask questions of management about their job.  Also explain that they can go to their supervisor, senior management, or Human Resources…whomever is appropriate, or they feel most comfortable going to.  Additionally, employees need to know they also have a RESPONSIBILITY to raise concerns that are not trivial, and that they will assist in the resolution of the matter in an active fashion.
  • Train managers to understand their role and responsibility in the open door process and what actions they are required to take.  Because many managers are unfamiliar with how an open door discussion should go, we advise role playing as part of the training so that they are comfortable with handling situations effectively.
  • Make sure you follow through.  If an employee brings something up and hears nothing further, they assume their issue is not being addressed.  Make sure you advise people what you are going to do and make them aware that in some cases action may be taken but in the interest of employee privacy they may be able to disclose what actions if any will be taken.

Our experience has shown that a well-managed open door policy ensures important matters are brought up so that they be addressed and can be done so without becoming a burden to management. It goes a long way to improving morale if staff knows they are listened to, and managers know they can successfully resolve employee concerns.

Do you need assistance with your workforce strategy or other Human Resources consulting needs? Contact us and check out our blog for more helpful resources.

OA supports Motogo’s February 8 2020 Benefit

Posted by on Jan 10, 2020 in Blog, Community Support, Non Profit | 0 comments

OA supports Motogo’s February 8 2020 Benefit

OA is a proud supporter of Motogo.  Motogo builds confidence by providing a hands-on introduction to real world problem solving and critical thinking through the tangible avenue of motorcycle maintenance.

On February 8 2020 we invite you to join us for the second annual benefit Bringin’ Back Shop Class to support the Motogo Mobile Shop Class.

Not only will you get to meet the Motogo team and learn more about the program and our early successes, there will be food, open bar, interactive demonstrations, silent auction and raffles, and live entertainment.

Ticket and event information can be found here.

Do you want to show your support with your organization or company?  Information on group and corporate support can be found here.

Organizational Architecture is proud to help Skidmark CLE bring these skills to students in Northeast Ohio and beyond and will be involved with helping Brian and Molly bring this program to students in 2020.

Want to learn more?  Contact Brian or Molly by email or call 216.701.7073…or better yet, stop by the garage at 5401 Hamilton Avenue, Cleveland, Ohio 44114.

You can find them on Facebook, Twitter, Linkedin, and Instagram too!

 

Library Director search for the Stow – Munroe Falls Public Library

Posted by on Jan 8, 2020 in Blog, Government and Public Sector, Openings, Public Libraries, Talent Acquisition | 0 comments

Library Director search for the Stow – Munroe Falls Public Library

On behalf of our client, the Stow – Munroe Falls Public Library, we are seeking exceptional candidates for a new Library Director opening. The Library Director will plan and administer all aspects of the operation of the Stow – Munroe Falls Public Library. As the chief administrative officer of the library, s/he is responsible for maintaining positive working relations with the Board of Trustees, for all personnel matters, and for all the services, facilities, and operations of the library. In addition, it is expected that the Library Director will demonstrate a high level of professionalism within the library and in her/his interactions with community and educational organizations and professional and civic associations.

This is a highly responsible library generalist position that involves developing and administrating library policies, programs, and practices for a visible community organization. There is full responsibility for designing and executing the library’s strategy in harmony with the organization’s overall objectives and its mission to “help create a community where ideas, culture, and knowledge thrive by providing materials, equipment and services to all people”.

Qualified candidates will have

  • A Master’s degree in Library Science is required.
  • Experience with most aspects of library operations, including human resources management, public services/educational programming, technical services, technology, and budget/fiscal management is required.
  • Experience leading, hiring, training, developing, supervising, and evaluating staff is required.
  • Experience in a management position within a public library is preferred.
  • Experience collaborating and partnering with board members, community partners, and other key stakeholders is preferred.

Benefits include medical, dental, life, and more; generous public pension plan [Ohio Public Employees Retirement System]; paid training/continuing education and professional association memberships.

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. No phone calls or faxes will be accepted. No third party candidates please. Applications will be accepted until the position is filled.

We are privileged to assist another public library with their recruiting needs. Follow the link to learn more about the Library Director opportunity at the Stow – Munroe Falls Public Library.

Client success story – Wickliffe Public Library

Posted by on Dec 17, 2019 in Blog, Government and Public Sector, HR Consulting, Public Libraries, Success Stories, Talent Acquisition | 0 comments

Client success story – Wickliffe Public Library

Organizational Architecture has been fortunate to work with many of Ohio’s public libraries including the Cuyahoga County Public Library, Stark County District Library, Cleveland Public Library, and others. We’ve even worked with their statewide professional association, the Ohio Library Council.  Our latest success story is helping the Wickliffe Public Library’s Board of Trustees select its new Library Director.

The Wickliffe Public Library serves all people, addresses informational needs, and provides opportunities for lifelong learning.  Their vision is to be the destination that inspires a learning community.

This summer the Board invited us to meet with them to learn more about their needs and share our expertise working with public libraries.  Board President Mary Ann Korenewych said:

Some of us on the Board had experience working with search partners in our professional careers, but some hadn’t. We needed a partner that could help all of our Board members understand the process and make sure the Library’s investment in working with recruiting professionals was the right thing for our patrons and the community.

 

We selected OA and the project team of Mark Fiala and Ryan Sheehan to work with us based upon their experience and understanding of the needs of Ohio’s libraries.

 

Ryan and Mark collaborated with us each step of the way.  They provided weekly updates with their activities and the progress of their candidate screening process.  They provided us with a slate of candidates that all had the ability to do the job and at the same time brought unique skills and experience to the table.

 

We could not have been more pleased with their help and guidance on this project, the quality of the candidates, and the timeliness of their work.  The Board is excited to start its work with our new Director…and continue our partnership with OA.

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 compensation benchmarking and pay structures.

If you need assistance with recruiting, compensation strategies or other HR consulting needs, contact us and check out other success stories to learn more.

OA supports Motogo bringing shop class back to schools

Posted by on Dec 3, 2019 in Blog, Community Support, Non Profit | 0 comments

OA supports Motogo bringing shop class back to schools

OA is a proud supporter of Motogo.  Motogo builds confidence by providing a hands-on introduction to real world problem solving and critical thinking through the tangible avenue of motorcycle maintenance.

They bring the generations of skill-building once learned in our grandfathers’ garages into the classroom. Through an industrial arts curriculum centered on a getting-your-hands-dirty application, students learn proper tool usage, measurement, calculations, and small engine operation and maintenance.

Higher learning and vocational careers should not exist as mutually exclusive entities. ALL students benefit from understanding how machines work. Many schools don’t have the resources to offer shop class in-house, or transport students to an off-site location. Motogo meets students where they are.

Our Bringing Back Shop Class benefit is on Saturday February 8 2020. Not only will you get to meet the Motogo team and learn more about the program and our early successes, there will be food, open bar, interactive demonstrations, silent auction and raffles, and live entertainment.  Details will be available soon.

If you want to help now you can donate here.

Organizational Architecture is proud to help Motogo bring these skills to students in Northeast Ohio and beyond and will be involved with helping Brian and Molly bring this program to students in 2020.

Want to learn more?  Contact Brian or Molly by email or call 216.701.7073…or better yet, stop by the garage at 5401 Hamilton Avenue, Cleveland, Ohio 44114.

You can find them on Facebook, Twitter, and Instagram too!

Happy Thanksgiving!

Posted by on Nov 24, 2019 in Blog | 0 comments

Happy Thanksgiving!

From all of us at Organizational Architecture to you, our clients, colleagues, and friends…we wish you a happy and restful Thanksgiving.

We are grateful to all of you who have helped us throughout the year.

THANKS!