OA will be at the Ohio Library Council Expo October 13 to 15 2021

Posted by on Sep 17, 2021 in Blog, Government and Public Sector, Hiring, HR Consulting, Human Resources consulting, Public Libraries, Talent Acquisition | Comments Off on OA will be at the Ohio Library Council Expo October 13 to 15 2021

OA will be at the Ohio Library Council Expo October 13 to 15 2021

The 2021 Ohio Library Council Convention and Expo is going to be held at the Hyatt Regency in downtown Columbus October 13 to 15, 2021.  OA will attend as an exhibitor and we are excited to be part of this event.

The Ohio Library Council is the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, Friends and staff.  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.

OA became an Associate Member of OLC in 2019.  After our work helping OLC select its Executive Director, we wanted to deepen our relationship with them because of the valuable resources they provide which helps us become more effective helping our public library clients.

If you will be at the conference, stop by our booth!  We can share how we have helped many of Ohio’s public libraries with Human Resources consulting, recruitment, other Human Resources consulting projects.

Can’t wait until the conference?  Contact us and check out our updates for more information.

OA will be at the Ohio Government Finance Officers Association Annual Conference

Posted by on Sep 14, 2021 in Blog, Government and Public Sector, Presentations and Conferences, Public Libraries | Comments Off on OA will be at the Ohio Government Finance Officers Association Annual Conference

OA will be at the Ohio Government Finance Officers Association Annual Conference

We are looking forward to seeing people in-person again!  We’ll be at the OH GFOA 34th Annual Conference and Membership Meeting on Thursday September 23 2021 at the Hilton Cincinnati Netherland Plaza Hotel in Cincinnati Ohio.

The Ohio Government Finance Officers Association [Ohio GFOA] is an organization focused on shared knowledge for effective government.  This organization is for public servants entrusted with protecting taxpayer funds and provides resources to assist in effectively fulfilling this role.

OA works extensively with public sector organizations, from municipalities, regional agencies, and public libraries providing HR consulting, recruiting, and other assistance.  We frequently interact with fiscal officers and finance directors, and this conference is a great way for us to interact with them and learn more about their responsibilities as their organizations’ top finance leaders.  We have been members for the past two years and are happy to support this great organization through our membership and conference participation.

If you will be at the conference, we’d love to meet you!  We can share how we have helped many of Ohio’s public organizations with Human Resources consulting, recruiting and talent acquisition, and fractional HR services.

Can’t wait until the conference?  Contact us and check out our updates for more information.

Case study – small and mid-size business Human Resources Consulting

Posted by on Aug 25, 2021 in Best Practices, Blog, Case Study, HR Consulting, Success Stories | Comments Off on Case study – small and mid-size business Human Resources Consulting

Case study – small and mid-size business Human Resources Consulting

Small and mid-size organizations have HR challenges just like larger ones. The challenge can be in making sure that the tools you have to manage your Human Resources activities meet your needs appropriately given your size and other constraints.

We know that many smaller organizations rely on the Google to find tools to help them manage Human Resources.  We find that many of these tools can be useful…up to a point. They can be helpful in getting started, but without a way to ensure they work for you and meet your specific needs, you can end up with a lot of wasted time and effort trying to develop a real HR strategy that helps you effectively attract, motivate, and reward people.

It’s a competitive labor market…we know how hard it is to find and keep employees.  So how does a smaller organization do this effectively? That’s how an HR consultant can help.  Here’s how we helped one of our smaller clients. They said:

We know that Internet can provide us with forms and documents, but we also needed a plan…how to recruit effectively, how to coach and provide feedback, how to help our supervisors become effective leaders, and how to pay people the right way.  Our challenge is we do not have an onsite HR professional, and we don’t have time to develop the expertise needed to do this well.


We partnered with OA because they have the experience in all the HR tactics that need to be implemented, and they are extremely good at pulling it all together.  They also bring the experience of having managed these processes in everything from large companies to smaller organizations, and their solutions fit our needs. For example, they are not only helpful in providing good market data for our base compensation program, they also know and understand how to build commission and bonus programs, and how to use our resources effectively to reward our employees.


They are also good at helping us get the most out of the vendors we already have for payroll, benefits, and other programs. So we don’t necessarily spend more money because we are optimizing the service providers we have.


Just having someone to call to discuss and employee matter and get some good ideas how to resolve it effectively, makes it well-worth having an HR consultant as one of our trusted advisors.

You probably have a relationship with a law firm and accounting firm. Having an HR consulting firm as a partner can help your with your people strategies, and help you capture and keep top talent. Contact us and check out our updates for more helpful resources.

Library Director, Fiscal Officer, and Human Resources leader recruiting

Posted by on Aug 4, 2021 in Blog, Government and Public Sector, Hiring, Public Libraries, Talent Acquisition | Comments Off on Library Director, Fiscal Officer, and Human Resources leader recruiting

Library Director, Fiscal Officer, and Human Resources leader recruiting

It has been our privilege to work with a number of public library systems by helping them find their next Library Director, Fiscal Officer, or Human Resources leader.

As these are high-profile and critical positions in your Library, you need a partner with proven library recruiting expertise in sourcing qualified candidates and facilitating the screening and selection process. We bring a unique perspective to our work because we have experience in all Human Resources disciplines as well as recruiting, which means you get:

  • Years of experience recruiting executive-level talent and knowing how to locate and engage with top talent.
  • A sensible approach to engaging with the labor market for talent, whether through our broad network of library and public-sector professionals or using the newest technology tools to connect with talent.
  • Experience working with Library senior management, trustees, and community stakeholders to ensure all constituencies who have input are heard.
  • A diverse pool of talent reflecting the needs of your community, staff, and other stakeholders.
  • Guidance on how to develop a job description so that you can clearly convey what the role is about.
  • Accurate compensation data based on our extensive experience benchmarking library positions so that you know what an appropriate compensation package should look like.
  • Providing you with a robust screening and selection process so that you are learning the most about candidates and how they would be successful in the role.
  • Assistance with making the offer, negotiating with the finalist/s, and recommending best practices for orientation and onboarding.
  • Providing tools to set expectations and assist you with coaching and performance management.

Our library clients include

  • Clermont County Public Library
  • Cleveland Public Library
  • Cuyahoga County Public Library
  • Delaware County District Library
  • Stark Library
  • Stow – Munroe Falls Public Library
  • Tiffin – Seneca Public Library
  • Toledo Lucas County Public Library
  • Westerville Public Library
  • Wickliffe Public Library
  • Ohio Library Council

We understand libraries’ unique workplace dynamics, trends in librarianship, the challenges libraries face, and what the future holds.  We are members of the American Library Association/Public Library Association [ALA/PLA], Ohio Library Council [OLC], Michigan Library Association [MLA], Ohio Government Finance Officers Association [OHGFOA], and the International Public Management Association for Human Resources [IPMA-HR].

To have an exploratory conversation to understand our process and experience with library recruiting and answer your questions, take a look at our success stories, and then contact us!

Recruiting success stories

Posted by on Jul 26, 2021 in Blog, Hiring, Talent Acquisition | Comments Off on Recruiting success stories

Recruiting success stories

Over the years we have successfully led recruiting efforts for our clients.

We wanted to share some of them with you…follow the links to learn about some of these projects.

These are just a few examples of the recruiting work we have done for our clients over the years.

Whether you need help find that special person, or just need an advisor to help you make your recruiting strategies and processes more efficient and effective, we can help.

Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.

Employment Opportunity – Social Impact Strategist

Posted by on Jul 19, 2021 in Blog, Hiring, Non Profit, Openings, Talent Acquisition | Comments Off on Employment Opportunity – Social Impact Strategist

Employment Opportunity – Social Impact Strategist

We are helping our client [and friends!] at Sangfroid Strategy find their next Social Impact Strategist.

The Social Impact Strategist supports the strategy and implementation project-based consulting portfolio for nonprofit and philanthropic customers in Cleveland, Ohio and across the United States to build their capacity.

In this role you will help with:

  • Nonprofit strategy development
  • Strategy and implementation
  • Building internal strategy development structure
  • Communications, presentations, and workshops
  • General project support

Interested? Click on the link to learn more and share your experience and why you would be a great fit.  They have a great culture, competitive pay and benefits, and many opportunities to learn and grow…personally and professionally.

We are glad to help our clients with their recruitment needs. If you would like to know more about our recruitment and strategies to attract and retain talent, contact us to learn how we can help.


The value of a Human Resources audit

Posted by on Jun 23, 2021 in Best Practices, Blog, HR Consulting, HR Operations Audit | Comments Off on The value of a Human Resources audit

The value of a Human Resources audit

We are frequently asked by clients to help them understand if they are getting the most out of their Human Resources activities and whether there are better ways to do things.  They are also interested in knowing if there are best practices they could follow to improve their outcomes. A great way to determine this is to conduct a Human Resources audit.

An HR audit is simply a review of processes and activities to ensure you are working efficiently, effectively, and in a compliant manner.

An HR audit can accomplish a couple things:

  1. Compliance: Help you determine if you are complying with all applicable laws and regulations that pertain to employment, such as the Family and Medical Leave Act, Fair Labor Standards Act, Americans with Disabilities Act, etc.
  2. Process improvement: Find ways to improved processes and enhance efficiency by carefully reviewing what HR functions are being performed, and considering alternate ways of doing things, including the use of technology.


Employment laws change. Remember, not only federal law, but state laws, and even county and municipal laws may apply to you. It is important to ensure your employment practices stay current. If you are a smaller organization this can be difficult, especially if you do not have HR staff.

An HR audit can help you develop a list of potential compliance issues that you can investigate so that you can decide how to address them. We suggest that you consider developing a relationship with a law firm that specializes in employment matters so that you have access to legal updates as they arise. Your public accounting firm can also be a resource on these matters

Process improvement

Think about the changes you have seen at work over the past five, ten, or fifteen years.  Then ask yourself:

  • Are you still processing new hires the same way?
  • Have your hiring processes kept up with what today’s job seekers are after?
  • Are you communicating with employees the same way or are you using all of the new communications tools available to reach them?
  • Does administration of employee benefit plans and insurance invoice processing take up a lot of time?

When you think about how we do things in our personal life, whether its signing documents electronically, accessing information on website and other portals, and utilizing many different communications technologies, there are bound to be ways to apply these things in the HR department as well.

It’s easy to fall into the trap of doing things the same way each year. There are so many new tools to help get the HR paperwork handled more efficiently, it’s worth taking a step back and assessing what you are doing and ask yourself:

  • Why is it done this way?
  • Are there ways I solve similar problems in other aspects of my life that I can apply here?
  • Where do I spend most of my time? Does it add value?  Do other perceive this work as meaningful?
  • For any given process, if I review the number of steps involved, can I combine or reduce some?
  • What else could I do if some of these other tasks took less time?

When should you conduct an audit?

  • If you have a transition in your HR function, an HR audit can help the new HR leader set priorities.
  • If you expect new processes and systems to be implemented, reviewing processes and tasks can help make the implementation run more smoothly and give you a clearer idea of requirements and outcomes.
  • If there will be a change in key stakeholders…if there is an acquisition or divestiture, new leadership, or large groups of new employees, it might be a good time to conduct a review.

Human Resources audits are one of our specialties. We have the tools to conduct a thorough analysis and provide recommendations to be more compliant and more effective and efficient. If you need help starting your HR audit or have or other Human Resources consulting needs, contact us and check out our updates for more helpful resources.

Case Study – HR audit for a petrochemical services firm

Posted by on Jun 22, 2021 in Best Practices, Blog, Case Study, HR Consulting, HR Operations Audit, Success Stories | Comments Off on Case Study – HR audit for a petrochemical services firm

Case Study – HR audit for a petrochemical services firm

We are frequently asked by clients to perform an HR audit of their organization’s Human Resources function.  There are several reasons to perform an HR audit:

  • Management wishes to know how effective and efficient the Human Resources function and staff are;
  • There is no current formal Human Resources department and management wishes to know what their baseline is before adding one;
  • There will be a transition of Human Resources staff or leadership and management wants to ensure the department is in good shape before new department employees are hired.

Our Human Resources Operations Review covers all HR functions and disciplines. We perform a detailed review of your organization’s:

  • Talent Acquisition [staffing, sourcing, screening, selection, hiring, and retention practices and strategies]
  • Compensation and Benefits [compensation policy and philosophy; salary grade system; job descriptions; benefits enrollment process; plan documents and summary plan descriptions]
  • Employee and Labor Relations [employee handbook; communication programs; issues resolution; discipline; recognition/special programs]
  • Performance Management [performance review process; corrective action; coaching]
  • Succession Planning [succession planning process; individual and department development plans]
  • Training, Development, and Orientation [training and development programs; orientation and on-boarding process]
  • Legal and Regulatory Compliance [FLSA; FMLA; EEOC; Workers’ Compensation; ACA; ERISA; required postings]
  • Recordkeeping, Administration, and Systems [personnel files; medical files; HRIS and payroll system, etc.]

We conducted a Human Resources Operations Review for our client, a petrochemical services firm in Long Beach, California.  To perform our work we spent several days on-site reviewing HR processes, documentation, and compliance. We interviewed Human Resources staff and those deemed key customers of the HR function: line management, Finance, Safety, and other departments. Conducting a perception analysis of those who use HR services is important for ensuring that Human Resources is acting as a true business partner and meeting their needs.

Our project partner was the Chief Financial Officer. He said:

OA was recommended to us by one of our other partners that provide HR services to us. We were grappling with whether we had set up our Human Resources function correctly to meet the needs of our growing business that now had locations in several states.


We had developed out Human Resources department out of our Payroll function. While we were sure our administrative processes for orienting, onboarding, and getting new employees set up for pay and benefits worked well, we were not sure the function was adding more value than that.


OA spent nearly a week onsite in our offices, learning our business, understanding the current Human Resources function, and meeting with key management and staff who interact with Human Resources or receive services from them. They provided a very thorough report and an action plan that we were able to implement immediately. This helped us improve the Human Resources function and better meet the needs of our employees.

Want to learn more? Other Human Resources Operations Reviews can be found here, and other client success stories here. This is just one of the many services we offer as part of our Human Resources Consulting practice.

If you think it’s time to ensure your Human Resources activities are efficient, effective, and meeting the needs of your organization’s internal customers, contact us!