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Client success story – Montefiore

Client success story – Montefiore

By on Apr 19, 2017 in Blog, Compliance, HR Consulting, HR Operations Audit, Success Stories | 0 comments

This month’s success story highlights how Organizational Architecture has assisted their client Montefiore conduct an HR operations audit. For more than 130 years, Montefiore has cared for Cleveland’s aging Jewish and general community. They continue to provide excellent and comprehensive care to individuals as they age and support to families by offering a full continuum of care services. Seth Vilensky, President and CEO of Montefiore, said, “As our organization and healthcare industry has grown and evolved over the years, we recognized that new developments have presented new challenges to the way our Human Resources department provides service to our employees and organization. And it can be difficult to address these challenges internally. Organizational Architecture has provided us with exactly what we needed to face these challenges: an outside perspective to assess our entire human resources function, paired with a thorough analysis of findings and suggestions of best practices to improve specific areas. Our leadership team feels much more comfortable with how we can stay strategic and proactive in addressing HR challenges as our organization continues to grow and our industry continues to evolve”. When current processes and procedures are faced with new challenges, conducting an audit of your HR function provide a strategic approach to identifying and solving any issues, whether it’s your entire HR operations or a specific function within HR like compensation or talent management. Want to learn more about our HR operations audit services, as well as our other HR consulting services?  Contact us and check out our blog for more helpful...

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Client success story – HR operations audit

Client success story – HR operations audit

By on Apr 17, 2017 in Blog, Compliance, HR Consulting, HR Operations Audit, Success Stories | 0 comments

Today’s success story highlights how Organizational Architecture can assess their client’s overall human resource function through a meaningful, focused, and thorough HR operations audit. Starting in October 2016, Organizational Architecture conducted an HR operations audit for a local nursing home and assisted-living facility to identify and address any compliance issues or areas of improvement. Senior Leadership and the Human Resources department initially contacted us to help them assess their HR function and make suggestions in areas they could improve their service. We started the assessment by conducting on-site audit meetings and interviews with key leadership members and the Human Resources department to collect data and gain a thorough, in-depth look at their current human resources processes and procedures. Areas of assessment included talent acquisition; compensation and benefits; employee and labor relations; performance management; succession planning; training, development, and orientation; legal and regulatory compliance; and recordkeeping, administration, and HR systems. Once we concluded our HR operations review, we were able to provide our client with specific findings and action items including a detailed report of the analysis, findings, and recommendations based on data collected during the audits and interviews. With our analysis, our client feels equipped with the right tools and resources to improve their current human resources function to help better service employees and the overall organization. Do you need assistance with identifying areas of opportunity within your HR function to develop your workforce strategy?  Contact us and check out our blog for more helpful...

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HR consultants and contractors needed

HR consultants and contractors needed

By on Feb 22, 2017 in Blog, Compensation Consulting, Compliance, Functional Area Leader, HR Consulting, HR contractors and HR consultants, HR Project Management, Performance Management Consulting, Training and Development Consulting | 0 comments

  Are you a Human Resources consultant or contractor?   Are you interested in consulting or contracting engagements?   Organizational Architecture is always looking for talent to assist with consulting engagements or working as onsite HR contractors for our clients. If you… Are analytical, detail-oriented, effective at solving problems, and finding solutions Are effective working autonomously Possess an understanding of current tools and technology and can use them effectively Have above average skills using MS Excel Have at least 10 years of experience with HR disciplines such as Employee Relations, Compensation, Benefits, Training/Development, Recruitment, Organizational Design, HRIS, or employment law …we’d love to connect!…please send your current resume or practice summary to me at markfiala@oahumanresources.com so we can learn more about your project work and experience. Our clients have needs for HRIS Specialists HR Administrators Performance Management Consultants Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with...

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HR consultants and contractors needed

HR consultants and contractors needed

By on Feb 20, 2017 in Blog, Compensation Consulting, Compliance, Functional Area Leader, HR Consulting, HR contractors and HR consultants, HR Project Management, Performance Management Consulting, Training and Development Consulting | 0 comments

  Are you a Human Resources consultant or contractor?   Are you interested in consulting or contracting engagements?   Organizational Architecture is always looking for talent to assist with consulting engagements or working as onsite HR contractors for our clients. If you… Are analytical, detail-oriented, effective at solving problems, and finding solutions Are effective working autonomously Possess an understanding of current tools and technology and can use them effectively Have above average skills using MS Excel Have at least 10 years of experience with HR disciplines such as Employee Relations, Compensation, Benefits, Training/Development, Recruitment, Organizational Design, HRIS, or employment law …we’d love to connect!…please send your current resume or practice summary to me at markfiala@oahumanresources.com so we can learn more about your project work and experience. Our clients have needs for HRIS Specialists HR Administrators Performance Management Consultants Learn more about Organizational Architecture’s work here and connect with us on social media on LinkedIn, Facebook, and Twitter. Looking forward to connecting with...

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Changes to Ohio’s concealed carry provisions

Changes to Ohio’s concealed carry provisions

By on Feb 8, 2017 in Blog, Compliance, Safety | 0 comments

It may be time to revisit your concealed carry policies at your workplace. Back in late December 2016, Senate Bill 199 proposed amendments to Ohio law to expand the area so that an individual with a valid concealed handgun license can possess a firearm in a privately-owned vehicle while parked on company property. To ensure you are in compliance with these new provisions, consider the following guidelines for what is and is not permitted while on company property: With the proper signage, businesses and property owners in general can prohibit firearms within the workplace and on their property. However, they cannot prohibit an employee or guest with a valid concealed handgun license from transporting or storing a firearm and ammunition in his or her personal vehicle on the premises where the vehicle is permitted to be, such as a parking lot. If the individual is outside of the vehicle, the firearm and ammunition must be locked in a trunk, glove box, or other enclosed compartment within or on the vehicle. An employee may not possess a firearm or ammunition in a company-owned or company-leased vehicle where the employer prohibits such possession. Although businesses and property owners cannot prohibit a license holder from possessing or storing a firearm in his or her privately owned vehicle while parked on their premises, they can post a sign in a conspicuous location on the land or premises prohibiting people, including individuals with a valid concealed handgun license, from carrying firearms on or onto that land or in the premises. Provisions will go into effect on March 21, 2017, which means company policies and procedures will need to be updated to reflect these changes. Do you have questions about your concealed carry policies or other compliance areas?  If you need assistance with this or other human resource needs, contact us and check out our blog for more helpful...

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Completing the OSHA Form 300

Completing the OSHA Form 300

By on Feb 6, 2017 in Blog, Compliance, Safety | 0 comments

On February 1st of each year, most employers are required to have completed and posted the OSHA 300 Log of Work-Related Injuries and Illnesses in their workplace.  The OSHA 300 Log remains posted through April 30th. The OSHA Form 300 Log is used to record work-related injuries and illnesses and classifies the extent and severity of each case.  This information is important for employers, workers and OSHA in evaluating the safety of a workplace, understanding industry hazards, and implementing worker protections to reduce and eliminate hazards. For your convenience, OSHA has also created a booklet to help you complete and maintain your OSHA Form 300.The booklet contains: An overview of recording work-related injuries and illnesses, which includes information on when an injury or illness is considered work-related, which work-related injuries and illnesses should you record, and any additional criteria. Definitions of terminology used within the form. How to classify illnesses. When you need to post the summary and for how long you need to keep it on file. How to calculate injury and illness incidence rates. Step-by-step instructions on filling out the log and summary. For complete information on completing the OSHA Form 300, visit the OSHA website for a comprehensive booklet with instructions on filling out the form. Do you have questions about the OSHA Form 300 or other compliance areas?  If you need assistance with this or other human resource needs, contact us and check out our blog for more helpful...

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