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Search Success: Alia Peera Joins Aim High as Director of Partnerships!

July 17, 2023 No Comments

Aim High and Pillar Search & HR Consulting are proud to announce the appointment of Alia Peera to the position of Director of Partnerships. Alia joined the organization on July 17, 2023.

Alia will be a great addition to the team, advancing Aim High’s mission and vision forward with energy and passion. Alia’s background includes building deep relationships with partners and donors, working with educational partners and school districts, expanding nonprofits into new regions, and project management.

Most recently, Alia served as the Regional Partner for Northern California at Wildflower Foundation and previously as the Managing Director of System Partnerships at The Achievement Network. She is currently a member of the Nexus Fellowship Cohort with The Equity Lab.

Alia lives in the Bay Area and is a graduate of the University of Southern California. She will be based in the Aim High’s San Francisco office.

About Aim High: Aim High embraces the raw beauty of early adolescence by focusing on middle school (ages of 11 to 14), a vital stage of maturation. It is also critical to educational trajectories: improving the college and career readiness skills students possess by eighth grade has the largest impact on high school graduates’ ultimate level of college and career readiness – even more than any single high school-level enhancement. Summer programs are particularly effective in mitigating the inequity caused by systemic barriers in education. Despite its importance, just 1.1% of the 5.5 million middle school students from low-income communities nationwide have access to free summer enrichment programs. Aim High’s multi-year, five-week summer program combines pedagogical rigor with emotional depth to ignite the boundless potential within young people navigating systemic barriers. They envision every middle school student having access to joyful summer learning, inspired and innovative teachers, and the support they need to succeed in school and life. Aim High was founded on the belief that every student has the right to a quality education. In 1986 they launched at one site in San Francisco with just 50 students. Over the last 35 years, they have expanded across the Bay Area in every direction, as far as Napa and Tahoe-Truckee. Along the way, their transformative summer enrichment program has empowered thousands of middle schoolers from low-income neighborhoods, igniting their love of learning and yielding real results – 98% of Aim High alumni graduate and go on to college. Learn more at https://aimhigh.org.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and the boards of directors to hire and develop the very best talent across all functional areas of the organization. Pillar’s founder, Cindy Joyce, is a Certified Diversity Recruiter. For more information about Pillar, please visit www.pillarsearch.com.

nonprofit executive search firm, nonprofit hiring rhode island, Nonprofit recruiter Rhode Island

Search Success: Anusha Venkataraman Joins ONE Neighborhood Builders as Managing Director of Central Providence Opportunities!

March 24, 2023 No Comments

ONE Neighborhood Builders and Pillar Search and HR Consulting are excited to share that Anusha Venkataram has joined ONE Neighborhood Builders as their new Managing Director of Central Providence Opportunities: A Health Equity Zone. She brings nearly two decades of experience in community development, policy, and organizing, to state’s leading community development corporation.

PROVIDENCE, RI – ONE Neighborhood Builders (ONE|NB) named Anusha Venkataraman, the former executive director of the New York City Racial Justice Commission, as the organization’s first Managing Director of Central Providence Opportunities: A Health Equity Zone (CPO-HEZ), an initiative focused on advancing health equity and economic mobility in the 02908 and 02909 zip codes in Providence.

“Anusha is a seasoned expert in community development, policy, and organizing, and we are thrilled that she has returned to Providence. As ONE|NB looks to further strengthen our foundation as a community-centered impact organization, we knew we needed to find a leader with a track record of building community trust and getting results,” said ONE|NB President and Executive Director Jennifer Hawkins.

With a background in urban planning, Venkataraman’s work has focused on community development, public policy, civic engagement, political organizing, and the arts. Previously, she served as the Executive Director of the NYC Racial Justice Commission, where she steered a public process of reviewing the city’s charter, resulting in three successful ballot initiatives advancing racial equity.

“Across my career in grassroots organizations, nonprofits, and in city government, I have seen what is possible when community members are empowered to drive action,” said Venkataraman. “I am excited to make my return to Providence—a city I am deeply passionate about—and help lead this initiative with ONE|NB in addressing the systemic barriers to health and economic equity in Central Providence and collectively building a stronger future.”

Before leading the NYC Racial Justice Commission, Venkataraman held positions in the NYC Office of the Mayor, including Chief Service Officer and Senior Advisor to the Deputy Mayor for Housing & Economic Development, as well as in the NYC Department of Housing Preservation & Development. She also worked with the community organization El Puente in Brooklyn on a neighborhood-wide health and sustainability initiative. Venkataraman started her career in Rhode Island’s nonprofit sector, including as an AmeriCorps VISTA member at the Steel Yard in Providence.

The Managing Director provides strategic leadership and capacity to Central Providence Opportunities: A Health Equity Zone, which brings together residents, more than five dozen community-based organizations, health professionals, local businesses, elected officials, and others to address root causes of health disparities and to improve neighborhood conditions.

The Rhode Island Department of Health (RIDOH) established Health Equity Zones (HEZs) in 2015 to improve community health in areas that need it most. HEZs are collaboratives of residents, community organizations, health professionals, and others who come together to address the root causes of health disparities. The HEZs work to ensure every neighborhood has a fair and just opportunity to be healthier. This work requires removing obstacles to health such as poverty, discrimination, racism, and their consequences, including insufficient access to good jobs with fair pay, quality education, affordable housing, safe environments, and healthcar

As Managing Director of CPO-HEZ, Venkataraman will oversee ONE|NB’s work with community partners and residents who have been working for nearly a year to develop a vision for Central Providence. ONE|NB and its partners will culminate this planning work on Monday when they unveil the Central Providence Roadmap, with a vision to ensure that all residents of Central Providence will live healthy, stable lives and be empowered to impact the conditions in their community.

Venkataraman earned a master’s degree in city and regional planning from Pratt Institute and a bachelor’s in international relations from Brown University.

ABOUT ONE NEIGHBORHOOD BUILDERS:

ONE Neighborhood Builders (ONE|NB) is a nonprofit community development leader in Rhode Island that is expanding its work to the broader Greater Providence area while maintaining its deep roots in its historic home of Olneyville. ONE|NB’s mission is to develop affordable housing and engage neighbors to cultivate healthy, vibrant, and safe communities. Since its founding in 1988, then as Olneyville Housing Corporation, ONE|NB has developed 466 affordable apartments; 130 for-sale homes for low- to moderate-income homebuyers; and nearly 34,000 square feet of commercial and community space—totaling more than $135 million of investments. ONE|NB is the convening entity of Central Providence Opportunities: A Health Equity Zone, which brings together residents, more than five dozen community-based organizations, health professionals, local businesses, elected officials, and others to address root causes of health disparities and to improve neighborhood conditions. As the convener, ONE|NB is the backbone organization of this collective-impact initiative to increase economic mobility for residents in Central Providence. ONE|NB also created the first free community wireless network in Rhode Island, providing high-speed broadband to nearly 3000 unique users in the Olneyville neighborhood.

ABOUT PILLAR SEARCH & HR CONSULTING:

A woman-owned business and Certified Diversity Recruiter based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and the boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information about Pillar, please visit www.pillarsearch.com.

executive search boston, executive search nonprofit boston, nonprofit recruiter boston

Search Success: Chelsea Lynn Joins Fab Foundation as General Manager!

January 3, 2023 No Comments

Fab Foundation and Pillar Search & HR Consulting are proud to announce the appointment of Chelsea Lynn to the position of General Manager. Chelsea joined Fab Foundation on January 4, 2023.

As General Manager, Chelsea will oversee the daily operations and administration of the organization, coordinate with the K-12 Education team, the Academany teams, and the International Operations teams to ensure the steady functioning of the organization across all portfolios. She will help design better and more efficient workflows and operational strategies for the organization.

Prior to joining Fab Foundation, Chelsea was the Local Health Liaison Team Manager with Partners in Health, working to implement the Community Tracing Collaborative contact tracing program during the COVID-19 pandemic in partnership with the Massachusetts Department of Public Health. Earlier in her career, Chelsea was a Procurement Specialist in Washington, DC and New Delhi, India with XLA, a firm that
provides technical and administrative solutions to the federal government.

Chelsea earned her Master’s in Women Peace, and Security from the London School of Economics, a Master’s in Intelligence and International Security from King’s College of London, and her undergraduate degree in Interdisciplinary Studies from American University. Chelsea currently resides in Brooklyn, NY.

About Fab Foundation: The mission of the Fab Foundation is to provide access to the tools, the knowledge, and the financial means to educate, innovate, and invent using technology and digital fabrication to allow anyone to make (almost) anything. They create opportunity. Learn more about Fab Foundation at https://fabfoundation.org.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, Pillar Search & HR Consulting provides executive search/recruiting and human resources consulting expertise to nonprofit and mission-driven organizations, working with senior leaders and the boards of directors to hire and develop the very best talent across all functional areas of the organization. For more information, please visit www.pillarsearch.com.

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Search Success: Rodney Williams Joins Fab Foundation as Program Manager!

January 3, 2023 No Comments

Fab Foundation and Pillar Search & HR Consulting are proud to announce the appointment of Rodney Williams to the position of Program Manager. Rodney joined Fab Foundation on January 4, 2023.

As Program Manager, Rodney will manage and implement educational outreach projects with corporate and private partners. Rodney will primarily be responsible for US-based projects and select international projects. In this role, he will develop key stakeholder relationships for the various partnerships formed for the relevant outreach projects and manage the overall day to day operation of the program(s). Rodney will work closely with project personnel, such as instructors, lab managers, teachers and others to implement outreach projects.

Prior to joining Fab Foundation, Rodney was the Director of Marketing and Communications with The Ancona School and began his tenure with the school as the Technology Integration Coordinator. Earlier in his career, Rodney was the Technology Specialist with the William K. New Sullivan Elementary School.

Rodney earned his Ed.D. in Educational Psychology and Technology from the Chicago School of Professional Psychology, his Master of Science in Applied Technology from DePaul University, and his undergraduate degree in Youth Development from DePaul University. Rodney resides in Chicago, IL.

executive search nonprofit boston, executive search nonprofit new england board, Nonprofit finance hiring

Search Success! Nopalzin Torres Joins Federation for Children With Special Needs as Director of Finance!

September 12, 2022 No Comments

Pillar Search & HR Consulting and Federation for Children with Special Needs are proud to announce, following an extensive and competitive candidate search, that Nopalzin Torres has joined the Federation for Children with Special Needs as the Director of Finance.

Nopalzin will serve as the principal financial officer of the Federation. He will be responsible for the financial management of the organization as well as oversight of agency business functions and will be a strategic thought partner to the Executive Director.

He brings an impressive background in nonprofit finance and administration to his role at Federation for Children with Special Needs. Most recently, Nopalzin was the Director of Finance and Administration at Youth Enrichment Services, and prior to that role he was the Director of Finance and Operations with the Massachusetts Public Health Association, Finance Manager with Central Square Theater, and Business Manager with Science Club for Girls. Nopalzin attended Massachusetts Institute for Technology (MIT), where he was a biology major. He resides in Salem, MA.

About Federation for Children with Special Needs: Based in Boston, the Federation’s vision is that of an inclusive society where every family, child, and young adult has equitable access to education, health and community supports. They are one of the largest parent centers in the country, serving tens of thousands of parents and professionals each year. The Federation provides information, support, and assistance to all families, especially those with children with disabilities, their professional partners, and their communities. The organization is committed to listening to and learning from families and encouraging full participation in community life by all people, especially those with disabilities. Learn more about Federation for Children with Special Needs here.

About Pillar Search & HR Consulting: A woman-owned business based in Boston, 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. For more information, please visit www.pillarsearch.com.

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New Search: Vice President of Academic Services at JVS

November 11, 2020 No Comments

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.

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

July 9, 2020 No Comments

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:

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
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.
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.
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.
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.
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.
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.
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.
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.
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.