JVS Boston jobs, nonprofit hire boston, nonprofit recruiter boston

New Search: Vice President of Academic Services at JVS

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JVS has partnered with Pillar Search & HR Consulting on the Vice President of Academic Services search. Interested candidates are encouraged to submit their resume to Cindy Joyce at cindy@pillarsearch.com. This is an ideal role for a seasoned educational leader with experience in nontraditional/alternative education.

ABOUT JVS: JVS is a non-profit, non-sectarian agency. Our mission is to empower individuals from diverse communities to find employment and build careers; and to partner with employers to hire, develop, and retain productive workforces.

JVS provides a broad range of workforce development services including adult education, skills training, job readiness training, job placement, and support, and access to post-secondary education. JVS assists employers in their search for well-qualified job applicants and their initiatives to upgrade the skills of their incumbent workforce. JVS’s unique education and career pathway model has been widely recognized by funders, policy makers, and practitioners in Massachusetts and nationally.

POSITION SUMMARY: Under the leadership of the Chief Operating Officer, the Vice President of Academic Services is charged with developing and leading agency Academic services based on identified needs of clients, employers, funders, and other stakeholders.

The Vice President of Academic Services is responsible for the following key initiatives:

  • Adult Diploma Pathway, which helps participants earn a free high school diploma from Boston Central Adult High School in 18 months to three years
  • Bridges to College and Career, a program that builds participants’ academic skills, apply for college, and kickstart their career after graduation

In collaboration with agency senior leadership, the Vice President sets the vision, goals, and performance expectations of Academic Services programs, teams, and staff. The Vice President is responsible for the fiscal health of Academic Services programs, program budgets, and budget modifications, as well as annual revenue and expenditure projections and assisting with development efforts to support academic services.

The Vice President is part of a larger JVS team, all of whom are supporting the education, training, and employment needs of clients and employers. The Vice President serves as an active member of senior leadership team, thereby equitably contributing to agency performance goals and working to support the overall mission and philosophy of JVS and its programs.

ESSENTIAL JOB FUNCTIONS: 

Agency Leadership

  • Execute agency strategic plan for Academic Services
  • Develop long-range plans and strategies to ensure the agency’s continued success in fulfilling its mission and achieving short- and long-term goals for Academic Services
  • Ensure all contract requirements are met
  • Generate strategy and solutions in response to unforeseen and planned changes, setbacks, and challenges
  • Expand scope and impact of program services, and develop new services based on partner organizations’ and client feedback
  • Ensure JVS Academic Services are accessible, customer-centered, and providing options
  • Communicate and provide program updates, reports, and metrics
  • Increase internal and external visibility of Academic Services programs
  • Hire, train, supervise, develop, and set performance expectations for Academic Services leadership team
  • Provide oversight and leadership of Academic Services
  • Set an example and inspire staff, colleagues, and other members of leadership to excel in their roles
  • Provide management support to other areas when needed

Build Relationships, Collaboration, and Teamwork

  • Ensure programmatic alignment across JVS programs
  • Manage agency level external relationships relevant to Academic Services (BPS, DESE, colleges. philanthropy, state, federal)
  • Support and promote the mission and philosophy of JVS both internally and outside the agency
  • Establish relationships with key stakeholders (clients/students, employers, partner organizations, funders) and work collaboratively in a structured and on-going manner
  • Work collaboratively with and encourage collaboration between JVS departments and divisions to ensure agency performance goals are met
  • Represent JVS at stakeholder and other professional events
  • Collaborate with Development staff on grant proposal activities
  • Engage with the JVS Board of Directors including regular Board meetings, sub-committee(s) and Board member requests
  • Provide leadership and support to all JVS departments when needed

Administration/Communication

  • Manage and oversee full, timely contract implementation including staffing, systems design, and development
  • Ensure JVS programs operate in compliance with applicable local, state, and federal statutes, regulations, policies, and procedures
  • Manage budget of nearly $3 million. Monitor and control budgetary expenses and revenue performance.
  • Manage contract reporting, ensuring that reports are accurate and submitted in a timely fashion
  • Oversee grant application and management. Partner with Chief Development Officer to identify and cultivate funders to ensure current and future philanthropic support for Academic Services programs.
  • Oversee customer satisfaction surveying and evaluation system; serve as a liaison with clients, including hearing and resolving complaints or grievances
  • Analyze and report program progress, successes, and challenges to JVS leadership, funders, evaluators, and other stakeholders
  • Implement agency contracts including oversight, reporting and invoicing
  • Prepare and monitor program work plans, in support of JVS and contractual obligations
  • Perform other duties as requested

MINIMUM QUALIFICATIONS AND EXPERIENCE:

  • Seven years of program management and supervisory experience, with extensive experience in nontraditional/alternative education
  • Proven program development
  • Experience leading and managing high-performing teams
  • Proven financial management skills
  • Knowledge of DESE ACLS contracting preferred
  • Presentation and facilitation skills
  • Experience in grant and proposal writing and grant management
  • Experience in preparation of budgets, forecasting expenses
  • Strong working knowledge of Microsoft Office Suite
  • Interpersonal, communication and organizational skills
  • Ability to work as part of a team
  • Demonstrated ability to work independently
  • Negotiation skills

EDUCATION REQUIRED:

  • BA/BS or equivalent

KEY COMPETENCIES: 

  • Promotes agency
  • Initiative
  • Building relationships, collaboration and teamwork
  • Adapts to change
  • Accountability and results-focued
  • Communication Skills
  • Cultural competency and respect
  • Planning/organizing

JOB COMPETENCIES: 

  • Leadership across departments and services
  • Setting and communicating strategy and vision
  • Strategic program planning
  • Oversight of multiple departments
  • Managing department budgets
  • Grant writing
  • Grant management
  • Quality improvement

WORKING CONDITIONS:

  • Regular local travel, evening hours and some weekend availability required
  • Please note that, due to COVID, this position will be remote until further notice

JVS CULTURE:

JVS is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, JVS will better serve our local communities and continue to provide quality services.

APPLICATION:

JVS has partnered with Pillar Search & HR Consulting on the Vice President of Academic Services search. Please submit your cover letter and resume to Cindy Joyce at cindy@pillarsearch.com.

People with disabilities, people of color, women, veterans, Hispanic/Latino/Latina and LGBTQ candidates are encouraged to apply.

AA/ EOE

About Pillar Search & HR Consulting:

A woman-owned business founded in Boston in 2015, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization.

#hiring, nonprofit executive search firm boston, nonprofit hire boston

New Search Announcement: Cooperative Elder Services (Groton, MA and Acton, MA)

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Pillar Search and HR Consulting is honored to partner with nonprofit Cooperative Elder Services, Inc. (CESI) on as they hire their next Program Director. This role is split between two CESI locations in Greater Boston, specifically in Groton, MA and Acton, MA.

Mission Statement:

The mission of Cooperative Elder Services, Inc. (CESI) is to empower seniors and adults with medical or cognitive challenges to age-in-place by serving their health and socialization needs and providing support for families.

About Cooperative Elder Services, Inc.: CESI takes a holistic approach to supporting the health of seniors and adults with medical or cognitive challenges. At each of our four adult day health centers, CESI staff works toward a common goal: to empower participants to age-in-place by serving their health and socialization needs and providing support for families. Founded in 1978, CESI currently operates private, nonprofit adult day health programs in Arlington, Burlington, Concord, and Groton. We serve 500 caregivers and seniors and adults with medical or cognitive challenges, who reside in more than 50 cities and towns in the greater Boston area. CESI participants make 42,000 daily visits to CESI’s centers each year.

CESI provides participants with an environment that supports their whole health; one in which they can:

  • Socialize with peers,
  • Participate in meaningful activities,
  • Exercise their minds and bodies,
  • Learn to manage their chronic diseases, and
  • Maintain compliance with physician’s orders.

CESI programming provides participants’ family caregivers with the services and support they need to care for their families; physical, emotional, and financial wellbeing.

CESI’s adult day health centers are staffed by licensed nurses, geriatric care and Alzheimer’s specialists, service coordinators, and program aides, with regular consultation by an Occupational Therapist and Registered Dietician.

Learn more at http://www.elderdayservices.org.

Job Overview:

The Program Director is responsible for oversight of program operations; providing leadership to and management of all staff in assigned sites to ensure that services required by participants are provided and documented as regulated. This includes Program Coordinators, Program Aides, Services Coordinators, and Nurses. The Program Director is also responsible for agency-wide initiatives and projects, including quality assurance and process improvement.

Essential functions of the position:

  • Responsible for oversight and management of all program operations in the Arlington and Burlington sites, including implementing CESI policies and procedures; ensuring compliance with all applicable regulatory requirements.
  • Leadership and management of staff, including hiring, training, and performance evaluations.
  • Ensure coverage levels and performance excellence through recruiting of new staff for both sites.
  • Oversight of program safety and emergency evacuation plans.
  • Adherence to monthly/annual operating budgets, including preparation and monitoring of monthly income statements and program expenditures. Work with staff to respond to revenue deficits and over-expenditures.
  • Responsible for growing attendance and revenue by increasing community/brand awareness and maximizing programming, in order to reach/exceed census benchmarks; review monthly census data by site.
  • Develop and maintain working relationships with existing, past and potential funders.
  • Develop and maintain working relationships with monitoring agencies, other community agencies, and vendors.
  • Responsible for leading agency-wide initiatives and projects, responding to changes within the healthcare industry while also driving targeted efforts related to strategic business partnerships, and keeping abreast of inventive service models and innovative research.
  • Represent the agency at outreach, education, marketing, and community events.
  • Collaborate with administration to access grants and scholarships.
  • Oversight of regulated documentation; key participant in the Quality Assessment and Process Improvement (QAPI) program.
  • Ensure that the multi-disciplinary teams, led by the program directors, are developing care plan objectives for each participant.
  • Other duties as assigned by Director of Services, Executive Director, or their designee.

Equipment:

  • Ensure proper use of medical and participant care equipment to meet the needs of Adult Day Health Center’s participants.

Working Conditions:

  • Extensive participant contact.
  • Possible exposure to infection, blood and blood borne pathogens.
  • May work with hazardous/infectious waste.

Physical Requirements:

( ) Sedentary Work – Lifting 10 lbs. maximum and occasionally lifting and/or carrying such articles as dockets, ledgers and small tools.

( ) Light Work – Lifting 20 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 10 lbs.

(X) Medium Work – Lifting 50 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 25 lbs.

( ) Heavy Work – Lifting 100 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 50 lbs.

( ) Very Heavy Work – Lifting objects in excess of 100 lbs. with frequent lifting and/or carrying of objects weighing 50 lbs. or more.

Qualifications & Skills:

  • Bachelor’s degree in human services or a related field required, Master’s degree strongly preferred, LICSW ideal
  • Minimum 10 years’ experience in a senior management/leadership role
  • Proven experience leading and managing teams, including a strong track record of identifying, hiring and training strong performers
  • Experience growing a program or organization
  • Experience working with seniors strongly preferred
  • Project management experience preferred
  • Valid driver’s license and reliable transportation required
  • Computer proficiency required

Personal Characteristics:

  • Ability to lead as a change agent
  • Comfortable pitching in as needed directly with program participants
  • Proven ability to work autonomously
  • Ability to work collaboratively as a member of multidisciplinary and cross-functional teams.
  • Demonstrated ability to work effectively and collaboratively with a culturally diverse population of clients, other care providers, family and community members.
  • Able to meet and manage to specific benchmarks around fiscal health, program quality measures, and service levels
  • Ability to function under pressure in a fast-paced human service environment.
  • Ability to negotiate and resolve differences.
  • Ability to be flexible, open and responsive to ongoing industry changes.
  • Effective communicator who can articulate and clearly communicate CESI’s mission and strategic direction in a consistent and enthusiastic manner to departmental staff.
  • Ability to identify opportunities and obstacles, and develop effective, creative solutions to pursue opportunities.
  • Results-oriented.

Cooperative Elder Services has partnered with Pillar Search on the hiring of our new Program Director (Acton, MA and Groton, MA). Please submit your resume and cover letter (required) to Cindy Joyce at cindy@pillarsearch.com. No calls please. Our apologies in advance, but due to the high volume of resumes received we will only respond to those candidates selected for an interview.

CESI and Pillar Search & HR Consulting believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to its success. CESI and Pillar Search & HR Consulting do not make hiring decisions on the basis of race, ethnicity, national origin, gender, gender identity, sexual orientation, socio-economic background, age, disability, religion, political affiliation, or ideology.

About Pillar Search & HR Consulting:

A woman-owned business founded in Boston in 2015, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. To learn more, please contact Cindy Joyce at cindy@pillarsearch.com.

executive search boston, nonprofit executive search firm boston, nonprofit hire boston

New Search Announcement: Program Director, Cooperative Elder Services (Arlington, MA and Burlington, MA)

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Pillar Search and HR Consulting is honored to partner with Cooperative Elder Services, Inc. (CESI) on their search for their next Program Director. This role is split between the CESI locations in Arlington, MA and Burlington, MA.

Mission Statement:

The mission of Cooperative Elder Services, Inc. (CESI) is to empower seniors and adults with medical or cognitive challenges to age-in-place by serving their health and socialization needs and providing support for families.

About Cooperative Elder Services, Inc.: CESI takes a holistic approach to supporting the health of seniors and adults with medical or cognitive challenges. At each of our four adult day health centers, CESI staff works toward a common goal: to empower participants to age-in-place by serving their health and socialization needs and providing support for families. Founded in 1978, CESI currently operates private, nonprofit adult day health programs in Arlington, Burlington, Concord, and Groton. We serve 500 caregivers and seniors and adults with medical or cognitive challenges, who reside in more than 50 cities and towns in the greater Boston area. CESI participants make 42,000 daily visits to CESI’s centers each year.

CESI provides participants with an environment that supports their whole health; one in which they can:

  • Socialize with peers,
  • Participate in meaningful activities,
  • Exercise their minds and bodies,
  • Learn to manage their chronic diseases, and
  • Maintain compliance with physician’s orders.

CESI programming provides participants’ family caregivers with the services and support they need to care for their families; physical, emotional, and financial wellbeing.

CESI’s adult day health centers are staffed by licensed nurses, geriatric care and Alzheimer’s specialists, service coordinators, and program aides, with regular consultation by an Occupational Therapist and Registered Dietician.

Learn more at http://www.elderdayservices.org.

Job Overview:

The Program Director is responsible for oversight of program operations; providing leadership to and management of all staff in assigned sites to ensure that services required by participants are provided and documented as regulated. This includes Program Coordinators, Program Aides, Services Coordinators, and Nurses. The Program Director is also responsible for agency-wide initiatives and projects, including quality assurance and process improvement.

Essential functions of the position:

  • Responsible for oversight and management of all program operations in the Arlington and Burlington sites, including implementing CESI policies and procedures; ensuring compliance with all applicable regulatory requirements.
  • Leadership and management of staff, including hiring, training, and performance evaluations.
  • Ensure coverage levels and performance excellence through recruiting of new staff for both sites.
  • Oversight of program safety and emergency evacuation plans.
  • Adherence to monthly/annual operating budgets, including preparation and monitoring of monthly income statements and program expenditures. Work with staff to respond to revenue deficits and over-expenditures.
  • Responsible for growing attendance and revenue by increasing community/brand awareness and maximizing programming, in order to reach/exceed census benchmarks; review monthly census data by site.
  • Develop and maintain working relationships with existing, past and potential funders.
  • Develop and maintain working relationships with monitoring agencies, other community agencies, and vendors.
  • Responsible for leading agency-wide initiatives and projects, responding to changes within the healthcare industry while also driving targeted efforts related to strategic business partnerships, and keeping abreast of inventive service models and innovative research.
  • Represent the agency at outreach, education, marketing, and community events.
  • Collaborate with administration to access grants and scholarships.
  • Oversight of regulated documentation; key participant in the Quality Assessment and Process Improvement (QAPI) program.
  • Ensure that the multi-disciplinary teams, led by the program directors, are developing care plan objectives for each participant.
  • Other duties as assigned by Director of Services, Executive Director, or their designee.

Equipment:

  • Ensure proper use of medical and participant care equipment to meet the needs of Adult Day Health Center’s participants.

Working Conditions:

  • Extensive participant contact.
  • Possible exposure to infection, blood and blood borne pathogens.
  • May work with hazardous/infectious waste.

Physical Requirements:

( ) Sedentary Work – Lifting 10 lbs. maximum and occasionally lifting and/or carrying such articles as dockets, ledgers and small tools.

( ) Light Work – Lifting 20 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 10 lbs.

(X) Medium Work – Lifting 50 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 25 lbs.

( ) Heavy Work – Lifting 100 lbs. maximum with frequent lifting and/or carrying of objects weighing up to 50 lbs.

( ) Very Heavy Work – Lifting objects in excess of 100 lbs. with frequent lifting and/or carrying of objects weighing 50 lbs. or more.

Qualifications & Skills:

  • Bachelor’s degree in human services or a related field required, Master’s degree strongly preferred, LICSW ideal
  • Minimum 10 years’ experience in a senior management/leadership role
  • Proven experience leading and managing teams, including a strong track record of identifying, hiring and training strong performers
  • Experience growing a program or organization
  • Experience working with seniors strongly preferred
  • Project management experience preferred
  • Valid driver’s license and reliable transportation required
  • Computer proficiency required

Personal Characteristics:

  • Ability to lead as a change agent
  • Comfortable pitching in as needed directly with program participants
  • Proven ability to work autonomously
  • Ability to work collaboratively as a member of multidisciplinary and cross-functional teams.
  • Demonstrated ability to work effectively and collaboratively with a culturally diverse population of clients, other care providers, family and community members.
  • Able to meet and manage to specific benchmarks around fiscal health, program quality measures, and service levels
  • Ability to function under pressure in a fast-paced human service environment.
  • Ability to negotiate and resolve differences.
  • Ability to be flexible, open and responsive to ongoing industry changes.
  • Effective communicator who can articulate and clearly communicate CESI’s mission and strategic direction in a consistent and enthusiastic manner to departmental staff.
  • Ability to identify opportunities and obstacles, and develop effective, creative solutions to pursue opportunities.
  • Results-oriented.

Cooperative Elder Services has partnered with Pillar Search on the hiring of our new Program Director. Please submit your resume and cover letter (required) to Cindy Joyce at cindy@pillarsearch.com. No calls please. Our apologies in advance, but due to the high volume of resumes received we will only respond to those candidates selected for an interview.

CESI and Pillar Search & HR Consulting believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to its success. CESI and Pillar Search & HR Consulting do not make hiring decisions on the basis of race, ethnicity, national origin, gender, gender identity, sexual orientation, socio-economic background, age, disability, religion, political affiliation, or ideology.

About Pillar Search & HR Consulting:

A woman-owned business founded in Boston in 2015, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. To learn more, please contact Cindy Joyce at cindy@pillarsearch.com.

nonprofit executive search firm boston, nonprofit recruiter boston, Regis College

Happy Birthday to Pillar Search & HR Consulting!

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It is hard to believe that it has been five years since I started Pillar Search & HR Consulting. It has been a labor of love, a source of joy and purpose. My nonprofit and mission-driven clients are awe-inspiring and do amazing work in education, workforce development, the arts, sustainability, women’s rights, economic empowerment, and so much more. I consider myself so fortunate to help them to advance their missions by hiring for their important roles and developing and empowering their teams.

I intentionally chose July 16, 2015 as my founding date because it was the birthday of one of my best friends, Sharon Mulcahy, who had died unexpectedly the year prior. Sharon and I met the day we moved into Regis College as freshman, and were friends for over 25 years. Sharon was an entrepreneur and cofounder of Jackrabbit Design. Watching her grow her business, which included many nonprofit clients, taught me so many wonderful lessons that have helped me in my own entrepreneurial journey. In the past few years, when I face a challenge, I often wonder “what would Sharon do?” and feel her somehow guiding me in the right direction. 

In honor of Pillar’s 5th anniversary and my dear friend who inspired its founding date, I have made a donation to Regis College’s Diverse Educator’s Scholarship, which honors the mission of Regis and its commitment to diversifying the education profession by offering a select group of undergraduate education students the opportunity to attend Regis through merit-based aid. Upon graduating, these students serve underrepresented populations in education.

Thanks to all who have helped me along this journey. Here’s to another exciting five years!

A woman-owned company based in Boston, Pillar Search & HR Consulting provides executive search and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please contact Cindy Joyce at cindy@pillarsearch.com.

COVID business best practices, executive search nonprofit, Talent Acquisition in the New Normal

Talent Acquisition in the New Normal: 10 Ways to Position Your Organization for Success

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It seems counterintuitive. How can you recruit if you have no open positions? What if you are in an industry or organization that is experiencing layoffs, furloughs, or a hiring freeze? The truth is a downturn can be an ideal time to time to assess and enhance your organization’s hiring efforts. After all, finding top talent is not a finite task, but rather an ongoing effort that requires time, energy and effort, even during a downturn.

I have been in recruiting and human resources since the mid-90’s, and have been through a few downturns, such as the dotcom bubble bursting, post-9/11, and the financial crisis of the late 2000’s.  While I was working in the investment industry during those, and now work with nonprofit and mission-driven organizations, the same principles hold true regardless of industry or sector.

Here are ten ways you can enhance recruiting now:

  1. Build a pipeline. When hiring is moving fast and furiously, it can be quite a challenge to find the time to look around and figure who at your competitors and other organizations you would LOVE to hire. Now is the time to do that. Who are the stars that you should proactively reach out to the next time a role is open?
    • Look on LinkedIn. Check in with those you know and connect with those you do not
    • Think of amazing speakers and attendees you have met at conferences and/or industry-related events, or those who write articles/white papers that have impressed you
    • Former employees who were top performers. They may be open to a return for the right opportunity
  2. Research ways to build diverse candidate pools. It is easy to post in the same places, but those same places will likely produce the same candidates. There are tons of organizations specific to people of color and women, those who are differently abled, LGBTQ, veterans, etc. In addition, there are job boards that are focused on diversity within certain areas of expertise, such as fundraising, IT, or marketing. Find the ones that work for the jobs your organization hires for so that you have that list at the ready when a job opens.
  3. Be focused with postings when a position does open. Just a few short months ago, it was a candidate’s market. Job postings may have only produced a handful of candidates. That has changed – big time – and while at first you will feel like you have your choice of candidates, you may realize that in this “new normal” you are spending an inordinate amount of time sifting through resumes and fielding endless calls from candidates, which will significantly extend your time to fill metrics. Rather than using the big, broad job boards, focus on the ones specific to your industry and the role, use LinkedIn to proactively reach out to candidates, and tap into your network.
  4. Revisit finalists from other searches. I am going to let you in on a little secret: at the end of each search, I make a list of the top candidates. I did this when I was recruiting in-house, and I do it now that I am an external search consultant. While we all hope that the person hired will stay in the role forever, things change. People get promoted, move, decide that it is not the right role for them, or perhaps your organization expands and decides that they need more people in that same role. Why reinvent the wheel when you already know great candidates? If you loved the finalists in your search, keep them in mind and reach back out if you are hiring for that role or a similar one in the future.
  5. Reach out to the ones that got away. Whether the candidate you made an offer to opted to accept a role elsewhere or received a counteroffer from their existing employer, it is never easy to lose out on your dream candidate. Stay in touch. You never know when the time will be right for them to make a move to your organization, and anyone that makes it that far in the search most likely got to know your hiring team and the organization and at the very least could be a great source of candidate referrals.
  6. Train your interviewers. When hiring moves at lightning speed, it is easy to let training go by the wayside. It should always be a priority, as you want to ensure that all interviewers are trained to avoid potentially unlawful and discriminatory interview questions, as well as how to avoid unconscious bias. Training also helps interviewers understand how to use the interview times wisely, how to create a positive experience for the candidate, and how to assess each candidate’s strengths and opportunities.
  7. Look at your careers/jobs page. Okay, I get it. There may not be a job posted right now, so it may seem like a pointless exercise. However, eventually candidates will look at the page. Be sure that the message of your careers page is on brand, explains how candidates should apply, shares information on things that will appeal to potential candidates such as training and advancement opportunities, what benefits you offer, what onboarding looks like, and what differentiates your organization as an employer. If you have no current openings, invite those interested in applying to submit a resume for future opportunities. This can help build out your pipeline for the future. Ask recent hires what they think about the career page, and what information would have been helpful to them.
  8. Streamline your process. Have you ever started the hiring process and find that you are adding more and more steps and interviewers as you go? That may cost you top candidates, as they will feel that the process is confusing or excessively long. Take the time now to look at how many interview rounds there will be, how many interviewers are needed, and who is involved in each step, making sure that each interviewer is essential and not just a “nice to have”. At the start of each search, recommit to those steps and be transparent with candidates about the recruiting process during your first interview.
  9. Review job descriptions. In the heat of the moment, it is easy to glance at your existing job descriptions in a rush to post. Look at the duties and responsibilities. Jobs evolve with time, technology, and changes to your organizational structure; make sure that the job description is relevant to the current role. In addition, take the particularly important step of reviewing job descriptions to ensure that you are not using biased language, as this could be discouraging diverse candidates from applying.
  10. Succession planning. If succession planning is something your organization does, or if you need to get started, now is the time to pay attention to it. When there is an economic crisis due to an extraordinary event, such as COVID-19, it is called a Black Swan. Black Swans often cause people to assess their life and work, and whether this is what they genuinely want to do. It happened to me – as the recession of the late 2000’s started to improve, I realized that I wanted to do something different and left the investment industry to work in the nonprofit sector. Others I know opted to retire, start their own business, stay home with children, or go back to school full-time. Having a succession plan in place will ensure continuity of leadership and productivity.

While the above tips are focused on your employees, many can also be applied to your board positions!

Remember, this too shall pass. If you do a thorough assessment of your talent acquisition efforts and take the steps to enhance it now, your organization will be in a much better position when hiring picks up again.

A woman-owned company based in Boston, Pillar Search & HR Consulting provides executive search and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please contact Cindy Joyce at cindy@pillarsearch.com.

Chief Information Officer nonprofit Boston, JVS Boston jobs, nonprofit executive search firm boston

New Job Opportunity! Chief Information Officer for JVS Boston!

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Executive Search Boston

Pillar Search & HR Consulting is proud to partner with Jewish Vocational Services (JVS Boston) on hiring their new Chief Information Officer.

Organization Overview: 

For 80 years, Jewish Vocational Service (JVS Boston) has helped tens of thousands of individuals with barriers to economic success secure financial independence through training, education and employment services.  As the largest provider of adult education and workforce development services in the region, JVS is a nationally recognized leader in workforce development, and is a key part of the poverty alleviation strategy for the greater-Boston area.  In order to reach people in need of assistance on their pathway to meaningful employment and financial independence, JVS targets most of its services to low-income individuals who are unemployed or underemployed and to low-wage workers in need of career advancement services.  Many have multiple support needs ranging from limited English proficiency and lack of education to disabilities, criminal records, lack of childcare and transportation.  JVS operates on annual budget of more than $15 million, of which is derived equally from public and private sources.

After completing a $6 million Capital Campaign and moving to a new Center for Economic Opportunity in 2015, JVS took on the first-in-the-nation Pay for Success project in workforce development.  In the coming years, JVS will continue to expand its impact, offer the high-quality programs that have shaped its reputation, as well as build innovative new initiatives to move into the next phase of its growth.

 

Position Overview: 

To support its ongoing growth in program development and infrastructure investments, JVS is seeking a highly strategic, forward-thinking, and experienced Chief Information Officer (CIO). Reporting to the Chief Operating Officer (COO) and the President and Chief Executive Officer (CEO), the CIO will be a member of the executive team. JVS’ strategic plan is focused on growth, including investments in infrastructure. The CIO will be responsible for updating agency hardware, transitioning the agency to a new central software, and defining and centralizing technology spending.

 

Responsibilities:

  • The CIO will establish the mission and vision of JVS’ technology organization to foster a value-added, user-focused mindset.
  • Implement technology, process, and engagement steps in order to optimize staff productivity, support consistent cross-program delivery, and foster an information-driven culture.
  • Implement a single, accessible, fully integrated business operations platform that will power the informed, end-to end, prospect to alumni journey of clients across JVS service segments.
  • Identify IT or technology commonalities across business lines and standardize methods while being mindful of the need for flexibility. These include, but are not limited to, case management, programs, and fundraising.
  • Develop and maintain an appropriate IT organizational structure to ensure appropriate support of the organization’s needs, define and communicate plans, policies and standards for system implementation; ensure continuous delivery of IT services.
  • Assume leadership role in the development and implementation of the JVS disaster recovery and business continuity plans.
  • Ability to recognize and define problems, invent and implement technology solutions, track and evaluate results against goals, and communicate metrics to senior leadership.
  • Manage the annual technology budget.
  • Manage all IT vendors

 

Qualifications:

  • Expert knowledge of information systems principles and best practices.
  • Ability to innovate, develop new strategies, and drive a best-in-class technology organization.
  • Bachelor’s degree required.
  • Deep experience developing and implementing organization-wide information management strategies to support the achievement of strategic business imperatives.
  • Demonstrated ability to think strategically while executing tactically; strong project management and execution skills.
  • Demonstrated ability to become the subject matter expert and trusted technology advisor to senior stakeholders.
  • Exceptional relationship building and interpersonal skills.
  • Strong staff management skills, with the ability to foster inclusiveness, a sense of team accountability, and high performance.
  • Demonstrated ability to manage complex vendor/customer relationships.
  • Flexible and adaptive work style, with the ability to uphold a high degree of personal accountability, as well as exercise solid judgment and proactively address problems as they arise.
  • Understanding and past experience with workforce development issues preferred, willingness to learn essential.
  • Ability to translate complex technical issues into language and concepts that key stakeholders can use to make fully informed decisions.
  • Ability to thrive in a dynamic, mission-driven, and collegial culture, as well as model enthusiasm for an organizational shift to be more goal-oriented, forward-thinking, and innovative.

 

Additional Information: 

JVS is strongly committed to diversity and a workplace environment that respects, appreciates and values employee differences and similarities. By providing and supporting a work culture that fosters and builds upon diversity and its strengths, JVS will better serve our local communities and continue to provide quality services.

JVS is an employment at-will organization and an equal opportunity employer committed to maintaining a work and learning environment free from discrimination on the basis of sex, race, color, religion, national origin, pregnancy, gender identity, sexual orientation, marital/civil union status, ancestry, place of birth, age, citizenship status, veteran status, political affiliation, genetic information or disability, as defined and required by state and federal laws.  Additionally, JVS prohibits retaliation against an applicant or employee because he or she has engaged in protected activity under the statutes prohibiting discrimination in the workplace.

 

To Apply to the Chief Information Officer Opportunity: 

JVS has partnered with Pillar Search & HR Consulting on the CIO search. Please submit your cover letter and resume to Cindy Joyce at cindy@pillarsearch.com.

harvard extension school nonprofit, nonprofit hr management course, nonprofit human resources course

Announcing Harvard Extension School’s First-Ever Nonprofit Human Resource Management Course

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I am excited to announce that I am creating and will be teaching Harvard Extension School‘s first-ever Nonprofit Human Resource Management course this fall.  This course will provide an introduction to the practices, policies, and theories related to nonprofit human resource management. Designed for those who are now or will be an HR practitioner or executive for a nonprofit organization, museum, school, or foundation, this course will prepare students with the knowledge and skills needed to manage human capital in a nonprofit setting.

Classes begin on Monday, September 9th.  This is a live, web-based course running through mid-December, and will include several nonprofit executive guest speakers.  Registration opens on Monday, July 29th.  Learn more here!  

A woman-owned company based in Boston, Pillar Search & HR Consulting provides nonprofit executive search and human resources expertise, 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.