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Talent Acquisition

We partner with Public Library systems in solving their HR challenges

We partner with Public Library systems in solving their HR challenges

By on Apr 19, 2019 in Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Talent Acquisition | 0 comments

Public libraries have unique challenges. Public sector employment rules and collective bargaining make your job as Executive Director or HR leader all the more challenging. Our public library and public sector expertise incorporates data from the American Library Association, regional public library and public employer organizations, and more than TEN YEARS of HR consulting experience with public, private, and not-for-profit organizations. Whether you are a small public library or one of the largest in Ohio, Organizational Architecture is your partner for helping you meet your Human Resources challenges. Our public library clients include: Cleveland Public Library Cuyahoga County Public Library Stark County District Library Westerville Public Library Find out how we helped them here. Our public sector commitment is reflected in the certifications we have earned to do public sector work: United States Department of Veterans Affairs Veteran Owned Small Business State of Ohio Veteran Business Enterprise Cuyahoga County Small Business Enterprise City of Cleveland Small Business Enterprise Northeast Ohio Regional Sewer District Small Business Enterprise If you need assistance with other HR projects and want to learn more about our human resources consulting, contact us and check out our blog for more...

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Executive Director search for the Ohio Library Council

Executive Director search for the Ohio Library Council

By on Mar 5, 2019 in Blog, Non Profit, Openings, Talent Acquisition | 0 comments

We are pleased to assist another organization with their search for an executive leadership position.  Our client the Ohio Library Council is seeking an Executive Director to lead the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, associates, and staff. The Ohio Library Council is the singular statewide professional association which represents the interests of Ohio’s public libraries. The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors. The OLC’s mission is to be the forum by which Ohio’s public library community is strengthened through advocacy, education, collaboration, and innovation. The Executive Director serves as the organization’s chief administrator by providing management and oversight for all OLC’s programs and initiatives. S/he acts as the key spokesperson and the face of the organization. As such, the Executive Director is the primary liaison to all internal and external partners/stakeholders, government officials, and the larger community of library-oriented organizations, professionals, and associates. Additionally, as a principle advisor and strategic partner to the Board of Directors, s/he also ensures that strategic action plans are successfully implemented and that outcomes are thoroughly reported. As the top executive officer, the organization’s goals and objectives are, in essence, the charge of the Executive Director. By creative and judicious usage of the OLC’s collective resources and capital s/he will: Advocate the interests of Ohio’s public libraries, with a focused commitment to ensure adequate state funding. Develop high-quality public library administrators, staff members, Trustees, and Friends through unsurpassed education and training. Position the OLC as the collective voice for Ohio’s public libraries and the authoritative source of information on issues impacting Ohio’s public libraries. Sustain an organizational structure that is flexible and responsive to members’ needs, inspires member engagement, and reinforces organizational success. You should bring the following education, experience and qualifications to the role: 10 or more years of relevant career experience [including supervisory experience] is required. Experience as a leader in a small- to medium-size professional association or not-for-profit organization is required. Experience with the principles and practices of association management is required. Experience interacting with donors, grantors, senior level executives, community stakeholders,...

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Client success story – Cleveland Public Library

Client success story – Cleveland Public Library

By on Jan 22, 2019 in Best Practices, Blog, Government and Public Sector, Success Stories, Talent Acquisition | 0 comments

It has been our privilege to work with several public libraries, and this month’s success story is about our latest collaboration. Cleveland Public Library is the driving force behind a powerful culture of learning that will inspire Clevelanders from all walks of life to continually learn, share and seek out new knowledge in ways that are beneficial to themselves, their community and the world. They are the People’s University, the center of learning for a diverse and inclusive community. OA was recommended to CPL based on the work we had done for another large system.  CPL needed to recruit a Chief Talent Officer, and wanted to work with a firm that understood the landscape of both top HR talent and also the public sector. The team of Mark Fiala and Ryan Sheehan worked together on behalf of the selection committee at CPL. Our project partner was Tena Wilson, Deputy Director and Chief of Staff for Cleveland Public Library.  She said: OA was recommended to us by trusted colleagues in the public library space. We were aware of their success sourcing and screening public sector HR talent, and their strategic approach to recruitment.   Like most recruiting consultants, they spent time with us to understand our expectations for the role, the characteristics we sought in the ideal candidate, as well as drafting for the job description, job posting, and screening questionnaire. Of great significance, they provided valid and reliable benchmark compensation data.   Just as important to us is how they treated candidates.  CPL has a sterling reputation in the community and we wanted our values demonstrated in the recruitment process.  The OA team worked hard to make the candidate experience meaningful and respectful.  No finalist candidate wants to find out that they will not be offered the position, but Mark and Ryan made sure that communication was open and direct.   On top of all of that, they were fast!…they jumped on this project and soon we had a number of quality candidates to choose from. It made our final selection easy, and we are excited to welcome our new leadership team member. Do you need assistance with a strategy for effective recruitment? Contact us to learn how we can help and check out...

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Chief Talent Officer search for Cleveland Public Library

Chief Talent Officer search for Cleveland Public Library

By on Sep 30, 2018 in Blog, Government and Public Sector, Openings, Talent Acquisition | 0 comments

We are pleased to assist another public library system with their search for their Human Resources leader.  Our client the Cleveland Public Library is seeking a Chief Talent Officer to lead its Human Resources strategy and service delivery to its over 700 employees in 27 locations throughout Cleveland. The Chief Talent Officer is responsible for leading all Human Resources activities including employee relations, performance management, succession planning, training and development, talent management, and more.  This includes leading a staff of Human Resources professionals engaged in these activities.  The Chief Talent Officer will be part of the Executive Team and report to the Deputy Director. We are seeking candidates who display a high level of skill in the competencies required for senior level Human Resources professionals, along with the following: Innovative with an eye toward process improvement and enhancing effectiveness and efficiency. Entrepreneurial with the capacity to seek new ways to create demand for the services provided by Cleveland Public Library and help develop new offerings to serve our patrons. Strategic thinker who can develop staffing plans to serve our patrons now and in the future. Tech-savvy and adept at using MS Office effectively and comfortable using multiple social media and social networking platforms. You should bring the following education, experience and qualifications to the role: 10 to 15 years of experience in all Human Resources disciplines [employee relations, performance management, training and development, recruitment, compensation, benefits, compliance, personnel administration, etc.]. A Bachelor’s degree in Human Resources, Business Administration, or a related field. SHRM-CP/SHRM-SCP or PHR/SPHR certification. Experience leading the Human Resources function in a large, multi-unit organization with a distributed workforce. Experience in pubic-sector organizations at the municipal, county, or regional level. Experience with the requirements of transparency and openness in all matters required of public organizations. Experience working with bargaining units. Experience with capturing metrics and producing various employment-related reports. Experience with developing and managing affirmative action plans. Experience developing and driving diversity and opportunity for all employees. Experience collaborating with and influencing board members or trustees. If you are interested in any of these roles, please send your resume and cover letter to ryansheehan@oahumanresources.com.  If you have a colleague who may be interested, please feel free to...

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Client success story – Aim Transportation Solutions

Client success story – Aim Transportation Solutions

By on Aug 29, 2018 in Blog, HR Consulting, Leadership, Success Stories, Succession Planning, Training and Development, Training and Development Consulting | 0 comments

Most organizations reach a point where they need to get really specific about what traits make leaders successful in their organization.  Sometimes organizations get lucky and promote the right people from staff positions into supervisory roles and these people are successful leaders. But many times, the wrong person gets promoted, and this is because they focus more on the person’s success in their current role and less on what the expected behaviors are for leaders and whether this person has demonstrated their ability to exercise them.  This month’s success story shares our recent work with a company that came to that conclusion. Aim Transportation Solutions is the largest, privately owned truck leasing company in North America. Aim Leasing Company was founded in 1982 as an affiliate of McNicholas Transportation who was, at that time, the largest steel hauler east of the Mississippi. Their initial goal was to purchase and maintain equipment for companies that didn’t have internal logistics capabilities. Since then, they have achieved steady growth and are now considered the largest, privately owned truck leasing company in North America. Like many growing business, identifying and promoting the right people into the critical middle management role was something Aim struggled with. Their people are truly passionate about solving their customers’ problems, but this passion does not necessarily mean that these employees would be good leaders. What Aim wanted to do was develop tools and processes to identify potential leaders in a consistent manner, in order to increase newly-promoted supervisors’ success, and continue to enhance their ability to solve customers’ problems. Vice President of Human Resources Patty Durkin said: We knew that by implementing a process to identify potential leaders in a consistent fashion would greatly enhance our succession planning efforts.  We are a growing company in a very dynamic industry…we need to make sure we have the right people in the right place and trained the right way for our customers.  This is especially true for anyone with the great responsibility for leading people.   We connected with OA based on their experience helping companies implement leadership development programs.  They have a solid methodology for identifying leadership competencies, defining them, and helping organizations integrate them into their succession planning...

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Employment opportunity – Reese Pharmaceutical Company [Cleveland Ohio]

Employment opportunity – Reese Pharmaceutical Company [Cleveland Ohio]

By on May 24, 2018 in Blog, Hiring, Openings, Talent Acquisition | 0 comments

Organizational Architecture is proud to help our clients find great people! Reese Pharmaceutical Company is adding a Customer Service Representative role. Here you will responsible for serving customers and consumers by providing product and service information, resolving product and service issues, and providing and processing information in response to inquiries, concerns, and requests. This is an exciting opportunity to build your career as a customer service professional in a successful company! Please contact us at recruiter001@oahumanresources.com to learn...

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