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New Search! Human Resources Generalist with Beyond BookSmart!

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Pillar Search and HR Consulting is thrilled to partner with Needham, MA-based Beyond BookSmart to hire their new Human Resources Generalist.  This is an ideal role for an up-and-coming HR professional.  While the ideal candidate will reside in the Massachusetts area, this is a nearly exclusively remote position!

 

About Beyond BookSmart:

Beyond BookSmart is an Executive Function coaching company whose mission is to help individuals successfully meet today’s challenges, using tools that will benefit them long after they have stopped working with them. Beyond Booksmart uses the work their clients currently face to teach them how to manage their time and attention, plan and prioritize, and become more organized, all so they gain confidence and become willing to take on ever greater challenges. Their corporate headquarters are in Needham, MA, and they employee 300+ coaches nationwide and have 15 full-time employees on the core business team. Beyond BookSmart’s coaching is done one-to-one, in clients’ homes, as well as online. They currently provide in-person coaching in Massachusetts, Greater New York City area, Western Connecticut, New Jersey, Philadelphia Region, the Charleston area, Chicagoland, South Florida, and online coaching throughout the United States and on three additional continents.

 

Job Purpose:
The Human Resources Generalist (HR Generalist) manages of the full HR function within Beyond Booksmart. The HR Generalist will be in charge of recruiting efforts, hiring, onboarding, employee relations, retention, and essential HR functions.

 

Core Responsibilities:

Strategic Recruiting, Hiring, and Onboarding:

  • Create a strategic plan for recruitment, including identifying potential recruitment sources and how to best leverage those and existing sources
  • Recruit applicants based on screening criteria and cultural fit
  • Maintain/meaningfully respond to data collections for coach metrics (hiring summary and projections by month)
  • Recruitment of coaches in all regions as necessary to maintain coach supply
  • Post and refresh ads with Indeed
  • Establish and maintain relationships for recruitment sources (internally and externally) for coaches
  • Based on coach supply establish a timeline for hiring and new coach training in each region and communicate to Operations
  • Maintain communication between the sales and hiring team to ensure that Beyond BookSmart has an adequate supply of coaches for each region, anticipating future shortages so that coach supply is adequate at all times
  • Maintain and improve existing hiring forms, structures and processes with plans for scalability.  This includes interview questions review/updates, bonus/contests, emails for regional needs, updating job ads, update the hiring process and handbooks, etc.
  • Develop ongoing professional development for best practices for Diversity and Inclusion hiring for all departments
  • Review and utilize data collected from employee exit interviews/terminated employees to better streamline the recruitment process and to better define the expectation of the role
  • Routinely review interview notes to ensure that they are being entered into the Applicant Tracking System in a timely manner and that they are complete and appropriate for the needs of the company
  • Develop, update, and disseminate coach hiring materials and guides and as needed to revise Coach interview questions
  • Develop rubrics and guidelines for screening and interviewing
  • Maintain hiring communication templates
  • Monitor and respond to retention concerns to implement better-recruiting hiring practices
  • Provide support and consultation to local hiring leads on hiring and recruiting strategies and hiring decisions
  • Interview and train new hiring leads, as needed
  • Interview coaches in new territories, as needed

Human Resources:

  • Provide full-time employees with access to health and dental insurance packages and works with the Hiring Team (staff of 10-15 part-time interviewers) and/or Operations to make decisions about employer contribution and cost.
  • Communicate changes in Human Resources laws to the Leadership Team
  • Coordinate the open enrollment process by communicating in a timely manner with insurance vendors
  • Generates offer letters for new positions and works with accounting to arrange for compensation and benefits
  • Develops policies and procedures to ensure compliance with Federal and state regulations and laws
  • Consults with COO to update Employee Policies & Procedures Handbook & Coaches’ Handbook
  • Works with leaders and employees to ensure open and constructive communication and maintain a positive company culture.
  • Provides guidelines for performance management
  • Oversees maintenance of electronic HR Records
  • Stays current on changing employment law and minimum wage changes for all areas where Beyond BookSmart serves and advises leadership on those changes and what adjustments must be made to maintain compliance
  • Respond to employee inquiries in a timely manner, with a warm and welcoming attitude that supports the employee-centered culture of Beyond BookSmart
  • Conduct climate surveys of existing staff to ensure human resource needs are being met, and to proactively respond to concerns
  • Leave of absence maintenance and tracking
  • Provide reporting on HR measures, with an eye towards implementing metrics to track HR successes

 

Qualifications:

  • The ideal candidate will have, at a minimum, a Bachelor’s Degree. A Master’s Degree and/or HR certification would be ideal
  • Significant hiring and recruiting experience
  • Supervisory and/or management experience
  • At minimum 2-5 years of experience in Human Resources, including recruiting, benefits, compliance, workers compensation, and policies & procedures
  • Outstanding organizational and communication skills
  • Ability to review and edit own communications to ensure that they are free from errors
  • Must be proficient with Google Apps – especially Google Drive, video conferencing (Zoom, Skype, Google Hangout), and HRIS Software
  • Ability to work from home (must have a reliable computer, internet, and phone) as this is primarily a remote position
  • Available to start training in December 2018

 

Working Conditions:

  • The HR Generalist may be expected to travel to new territories for hiring and to Beyond BookSmart’s current territories to support and/or train current or new hires.
  • Must be able to sit for potentially a long period of time in front of a computer/laptop monitor, and frequently use your home or cellular phone.
  • The ideal candidate will have availability to work in an interruption-free environment during business hours.

 

Direct Reports:

The HR Generalist does not directly manage staff, though they do indirectly manage some of the work of the following:

  • Video Screeners in all territories (approx. 5-8 people)
  • In-person interviewers in all territories (approx. 6-8 people)

 

Compensation:

Starting at $ 41,000-$45,000 as an annual salary with health and dental benefits available from day one, as well as vacation and sick time.

Beyond BookSmart has partnered with Cindy Joyce of Pillar Search & HR Consulting, please email your resume and cover letter (required) at cindy@pillarsearch.com to apply immediately.

 

Hire the best!  Pillar provides search expertise for exceptional nonprofits and socially responsible for-profits, working with senior leaders and boards of directors to find the very best talent across all functional areas of the organization. For more information, please contact Pillar’s CEO, Cindy Joyce at cindy@pillarsearch.com.

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Keep Calm and New Hire On: Five Tips for Managers to Reduce the Stress of Onboarding Someone New

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Congratulations! You have a new hire! Except…

We all know that starting a new job can be nerve wracking for new hires, but what about the stress it puts on hiring managers? Onboarding a new hire takes a lot of time, mental energy, and patience. Here are my 5 tips to reduce the stress as you get your new hire up and running:

  1. Book lots of training time on your calendar in the first few weeks. While it’s easy to think that you can do all your work and get your new hire up to speed, you cannot. There are only so many hours in the day, and the training will be more effective if there are minimal interruptions and your new employee has your undivided attention at least a few hours a day in the beginning.
  2. Breathe. New hires, from entry-level to the most senior executives, will have a lot of questions. Having someone pepper you with constant questions can be stressful but remember two things: you were once the newbie, so pay it forward, and the more thoroughly you answer the questions early on, the faster your new hire will understand how things work.
  3. Make it a team effort. It will take some of the stress off you, and the team approach will give the new hire a chance to hear multiple perspectives and build meaningful relationships with others in the organization. Plus, new hires can have questions they do not necessarily want to ask you, their boss, so this gives them other sources of information. Look beyond your team. Find key stakeholders in other departments so that your employee sees the big picture.
  4. Celebrate early successes. We all want to know that we are getting the hang of a new job and adding value. I worked for a manager who gave a bottle of champagne to new hires at a team meeting when they hit their first major performance milestone. This made the new hire feel accomplished and made the veterans on the team feel good to have played a part in getting the new hire to this point.
  5. Have daily face time with them for the first month or so. I worked for someone who did intense trainings with me for the first week or so, and then blocked time at the end of each day for the remainder of my first month. That time was invaluable, because it gave me a chance to determine priorities, do a temperature check and get my questions answered.

A well-planned onboarding plan takes effort, and you (and your new hire!) will reap the rewards of the effort.

Good luck!

Hire the best! With personalized service and proven results, Pillar Search & HR Consulting provides retained executive search services and human resources consulting for exceptional non-profits and socially responsible for-profit firms. A woman-owned business, Pillar is based in Boston, MA, and works on the national level. To learn more about how Pillar can assist with your hiring and human resources needs, please contact Cindy Joyce at cindy@pillarsearch.com. 

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Search Success! Rina Lal Joins Reading Partners as Revenue Accounting Manager!

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Pillar Search & HR Consulting is pleased to announce the successful completion of the search for Reading Partner’s new Revenue Accounting Manager and the appointment of Rina Lal to that role.  Reading Partners mobilizes communities to provide students with the proven, individualized reading support they need to read at grade level by fourth grade. Reading Partners works with under-resourced schools and engages volunteer reading partners to work one-on-one with students who struggle with reading.    

Rina joins Reading Partners from Energy Recovery, Inc., where she is the Revenue Manager and earlier was their Senior Revenue Accountant. Prior roles included Senior Revenue Accountant with Leapfrog and Revenue Accountant with i365/Seagate Technologies, General Ledger Accountant with Yoga Journal, and Accounts Payable Supervisor with Restoration Hardware.

Hire the best!  Pillar provides search expertise for exceptional nonprofits and socially responsible for-profits, working with senior leaders and boards of directors to find the very best talent across all functional areas of the organization. For more information, please contact Pillar’s CEO, Cindy Joyce.

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Surf’s Up: What Surfing Can Teach You about Your Job Search

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I am a surfer, or at least aspiring to be one.  Recently, I was out on my board on a day with few good waves and plenty of downtime to ponder this addicting sport and life in general, and began to realize that there are many parallels between the job search and surfing.

 

Like the job search, surfing depends as much on one’s skill and experience as it does a host of conditions that we have zero control over.  Weather.  Crowded surfing areas and beaches.  Wave size and frequency.  Swell direction.  The list is endless, just as it is when you are seeking a new job in a competitive market or industry.

 

Once you have decided to get in the water (or start looking for your next career opportunity), you paddle out and try not to bump into others.  In the job search, this can be those baby steps that are really critical to overall success, such as writing your resume, crafting solid cover letters, beefing up your LinkedIn profile, and letting people in your network know that you are open to a new opportunity.

 

Experienced surfers will have multiple boards to choose from to suit their mood or the conditions. Savvy candidates will do the same. Perhaps your “board” will be resumes that highlight different skills and career objectives depending on the jobs you are interested in, or cover letters that will be the differentiator. Knowing yourself and the tools that are available to you is key to success.

 

Like choosing the right job to apply to, choosing the right wave is key.  It would be physically and emotionally exhausting to paddle out, attempt to get in the right spot at the right time, pop up, and stay balanced if surfers went after every wave that came along.  Be selective so that you are fresh and energized when the right one comes along.

 

Hang ten.  Surfs up.  Cut the curl.  These are not sayings that you will hear on a golf course, tennis court, or basketball court. They are specific to the sport of surfing. An industry will have its own language and catch phrases.  Do your research so that you can communicate better with the people you are interviewing with and gain their trust and confidence.

 

Enjoy the ride, even if it is not the perfect wave.  There are days that I get out on the board and I am just not feeling it, but I still enjoy being out there.  The same can happen in an interview when the job and company look great on paper, but in the light of day you just do not feel that spark.  Relax.  Every interview is good practice and experience as well as a chance to expand your network.   Surfers talk about catching the perfect wave, but in reality we try and try and keep getting back on the board, even after falling or not doing our best.

 

Having a good instructor helps.  Even the most experienced surfers sometimes need a fine tuning on their technique, someone who can help them to look at their style and approach and make suggestions.  In the job search, working with an Executive Recruiter can be invaluable, as we will take a fresh look at your resume and help you to identify the skills and experiences that you should highlight in the interview.

 

Ultimately, you may need to try a few waves before you find the ideal one, but in the end, there is no feeling as satisfying and euphoric as catching that perfect wave.  The same holds true for the job search.  Keep at it, and you will catch the right job and have the ride of your life.

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Interview Impact: The Art of the Thank You Letter

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Congratulations! You nailed the interview. The company is checking references, and in your head you are composing that resignation letter and mentally calculating when your start date with the new firm will be.

 

Then, the call that it came down to two candidates and they went with the other one. But…you nailed it! How can this be?

 

The Secret

Pillar Search does searches for non-profits, foundations, and small, rapid growth for-profit firms. In our years of experience, we have worked with lots of very savvy and knowledgeable hiring managers. I will share one secret that I have heard time and again from them: all things being equal, “the candidate that takes the time to send a thoughtful, reflective, and well-written thank you note will always have a bit of an edge.” Yes…the thank you letter packs a whole lot of wow, punch, and impact.

 

How to Stand Out From Other Candidates

Remember what your parents taught you: manners will get you everywhere, and saying thank you goes a long way. When is the last time you received a thank you letter?  Now, imagine if you were the hiring manager and were receiving tons of them by email. How much more thoughtful and unique would a hand written note of thanks feel?

 

Look at your own mail today. In the pile of pre-addressed bulk mail, what will stand out? A new bill, the latest flier from your local market? Personally, when I see a hand written envelope, it is what I will always open first.

 

You see, too often, people do not send them, or they send one that is so perfunctory that it almost screams “I am not interested in the job, but know that I am supposed to send something”.   The thank you is a perfect time to wow them with your enthusiasm, fit for the job, interest, manners, and stellar writing skills.

 

Pillar’s Thank You Letter Checklist

  • Keep it short. Two to three paragraphs should suffice.
  • Make sure that it flows well and highlights why you are the ideal candidate. Include the following:
    • A statement of gratitude, such as “thank you for taking the time to meet with me today to discuss the open sales position on your team. I so appreciated your time.”
    • Add something showing that you were paying attention in the meeting, and remind the interviewer of what makes you the ideal candidate, such as “I was excited to hear that your company is expanding globally over the next year. My experience working with X, a global bank, gives me a unique skill set that would lend well to this exciting new chapter for you and the firm”.
    • Interviews can be tricky, as you can easily run out of time when sticking to the interview agenda. When you replay it in your head, there is likely something that you wish you had highlighted about your skills and experience. This is a perfect time to get that point across.
    • A call to action. Before signing off, reiterate your interest, and give them something of a call to action.   The message that I find to be most effective is the short and sweet “Thank you again, and I look forward to hearing from you”. True, it is not elaborate, but it leaves the ball in their court and shows that you are confident that you will be hearing from them.
  • Be a snob when it comes to your stationery. High quality card stock reflects well on you. It shows discerning taste and a certain je ne sais quoi Cutesy notecards will negate the goodwill earned by even sending it. If your stationery depicts your love of the beach, cats, puppies or your favorite sports team, step away immediately! When in doubt, buy cream colored notecards from Crane & Co.
  • Write out a draft first, proofread that version, and then transcribe it onto the good stuff. Trust me, I have wasted a ton of expensive paper because I dove right in. To quote my father, “measure twice and cut once”.
  • Stick to the 24 hour rule. Much like a thank you for personal reasons, it is best to send it within 24 hours. If you are in interview mode, keep a supply of stationery and stamps at the ready.
  • Before licking the stamp and strolling to the nearest mailbox, consider this: who else should you send a thank you note to? It may seem like a lot of writing, but if you can, send one to every interviewer, and put a personal spin on each note that reflects your interaction with that person. Do not forget to include Human Resources if they were included in the interview agenda, and if there was someone particularly helpful, such as an Executive Assistant who arranged travel or someone in Marketing who sent you helpful information prior to the meeting, send one to them as well. It shows that you are appreciative, a team player, and inclusive.

 

If (and when!) you get the job, send a hand-written note to your new manager thanking them for the opportunity and letting them know how excited you are about the opportunity. This is a personal touch that will go quite a long way.

 

Good luck!

 

Cindy Joyce