Job Bank
Anti-Defamation League - Regional Coordinator (04/2021)
Brookwood Financial Partners, LLC - Sales Assistant, Institutional Sales & Marketing (05/2021)
Enterra Solutions, LLC - Vice President, People & Culture (07/2021)
Indian Hill Music - Director of Finance & Administration (08/2021)
IntervalZero - Vice President of Engineering (07/2021)
JVS - Controller (08/2021)
JVS - Senior Director of Career Center Operations (08/2021)
Lyra Therapeutics, Inc. - Vice President, Human Resources (07/2021)
Massachusetts IOLTA (Interest on Lawyers Trust Accounts) Committee - Executive Director (06/2021)
Rave Mobile Safety - VP, Human Resources (06/25/2021)
Shriners Hospitals for Children - Development Officer
Uniguest - Billing and Collections Manager (03/2021)
University of Texas/Texas A&M Investment Management Company - Head of Human Resources or Chief Human Resources Officer (07/2021)
Yale University - Corporate Strategy Officer (6/2021)

(full position descriptions below)
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Anti-Defamation League - Regional Coordinator

POSITION TITLE: Regional Coordinator
REPORTS TO: Divisional VP/Regional Director
SUPERVISION EXERCISED: May serve as Supervisor for interns, serve as liaison between administrative and managerial staff as needed, and provide training on processes and software.
LOCATION: Boston, MA

ABOUT THE ORGANIZATION: ADL (Anti-Defamation League) is the leading anti-hate organization in the world. Founded in 1913 in response to an escalating climate of antisemitism and bigotry, its essential mission hasn’t changed in more than 100 years: to stop the defamation of the Jewish people and to secure justice and fair treatment to all. Today, ADL continues to fight all forms of hate with the same vigor and passion. ADL is the first call when acts of antisemitism occur. A global leader in exposing extremism, delivering anti-bias education, and fighting hate online, ADL’s ultimate goal is a world in which no group or individual suffers from bias, discrimination or hate.

ADL’s CEO and National Director, Jonathan Greenblatt—an accomplished leader and entrepreneur in the corporate, public, and nonprofit sectors—was recruited to the organization in July 2015. He has injected new energy and brought a bold vision to the agency. Under Jonathan’s leadership, ADL is transforming itself, upgrading its capabilities, leveraging innovation, building partnerships, and pioneering new horizons.

PRIMARY FUNCTION:To provide a broad range of administrative and project management support to the regional office staff, programs and fundraising activities.

Responsibilities
Primary: Provide high level support to Regional Office, including program and event support, database management, administrative processing, scheduling and communications. Working with various members of the regional team, coordinate the timely processing of check requests, contracts, donation transmittals and other administrative needs. Provide support in creating and posting digital media content, including but not limited to: Regional social media accounts, web pages, e-newsletters, and other platforms as needed.  Coordinate and provide project management support for events, including registration management and on-site assistance. Provide technological support for events as needed. Maintain Regional databases and contact lists to ensure that they are up to date and accurate. Assist with maintenance and accuracy of Regional information in National databases (Enterprise etc.)  Schedule and provide support for ongoing meetings, including Regional Board Meetings and committee meetings. May serve as a liaison between the Regional Office and the National Office on matters of technology and administrative systems. Track and order office supplies, process invoices and serve as primary interface with vendors. 

Secondary:  Collaborate with Regional Office Staff to provide support for special events and projects as needed. May serve as a point of communication for external contacts and stakeholders. Identify and recommend venues and companies to serve regional office needs. 

Skills:
Strong computer skills (including Word, Excel, and PowerPoint), analytical and interpersonal skills.
Demonstrated ability to prioritize and multi-task to complete projects on deadline.
Exceptional attention to detail.
Familiarity with social media best practices and platforms including Twitter and Facebook.
Strong customer service and communication skills.
Strong team player.

Work Experience:
Two to four years’ experience, with a minimum of one year experience providing administrative support in a fast-paced office environment required.

Education:
Bachelor’s degree in required.
Course work in Communications, Business Administration, or related fields is preferred.

For more information, or to apply, please click here


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Brookwood Financial Partners, LLC (“Brookwood”), through its subsidiary Brookwood Securities Partners, LLC, is seeking a Sales Assistant to support investor relations and client development, working directly for the Director of Institutional Sales, Marketing and Investor Relations.  Brookwood is a private equity firm founded in 1993 that has acquired and managed over $2 billion of commercial real estate and private company securities across the United States. Brookwood clients are comprised of high-net-worth individuals as well as institutional clients. The position will be based at Brookwood’s Beverly, MA headquarters.

Position Responsibilities:

• Identifying, qualifying and soliciting prospective clients;
• Developing referral business from existing clients;
• Providing marketing coordination and sales support;
• Proactively supporting client service activity; and
• Coordinating onboarding of new investors, including subscription document review, to ensure that all documents are complete, and that Brookwood receives the information needed to be fully compliant with all respective SEC and FINRA regulations.

Qualifications:

• The ideal candidate will hold FINRA Series 7 and 63 licenses (this is not a requirement), have experience dealing with financial investments and have proven success in a sales position;
• Ambitious individual who is a quick study and a team player;
• Ability to work independently with existing clients as well as prospects to achieve sales goals;
• Strong telephone, presentation and communication skills are essential, as are exceptional writing, Excel and PowerPoint skills; and
• Excellent organizational skills and attention to detail are required.


BROOKWOOD SECURITIES PARTNERS, LLC and BROOKWOOD FINANCIAL PARTNERS, LLC ARE EQUAL OPPORTUNITY EMPLOYERS.

For more information, contact Karen Duffy, [email protected]

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Enterra Solutions, LLC - Vice President, People & Culture

Enterra has distinguished itself as a leader in the Autonomous Decision Sciences space by creating the next generation Artificial Intelligence, Mathematics, and Business Application Platform. Their solutions provide highly actionable insights and recommendations to business users. Enterra continues to build its core platform, further productize its offerings and deliver quality solutions to its rapidly growing client base in an exciting and challenging environment. Enterra helps transform market-leading companies into true data-driven digital enterprises.

Enterra is currently seeking a thoughtful, strategic, and experienced Vice President, People & Culture (VPPC) to lead their human resources, talent acquisition and retention functions as they continue to grow and scale. The VPPC will be highly responsible and accountable, with a precise attention to detail, while maintaining context of the big picture. The VPPC will be based in Cambridge, Massachusetts or Princeton, New Jersey. Remote
candidates willing to travel may also be considered, providing they can reasonably commute to the Massachusetts or New Jersey location when required. Reporting to the Founder, President & CEO, the VPPC will be a functional and strategic thought leader who directs all aspects of Enterra’s people initiatives and programs while supporting and aligning the people function with the overall business strategy. The VPPC will also play a critical and strategic role as an HR advisor to senior leadership and management.

Core Responsibilities
§ Culture & Values – Partner with senior management to enhance a positive, engaged culture that works to assimilate the interest, talents and contributions of all employees in a highgrowth environment. Define ways to identify and reinforce the behaviors that exemplify company values. Strive to advance people and implement organizational strategies to shape a hip and cool culture.
§ Talent Management – Develop and implement long-range strategic plans to build human capital through performance management, coaching, training and development; thus motivating individuals to achieve their maximum potential. Successfully identify and address gaps in competency, knowledge, and skillsets.
§ Talent Acquisition – Lead and support a comprehensive talent acquisition process to attract, develop, retain, and engage a high-quality workforce. Build strategic people programs, including university relations to promote employer branding in support of these objectives through social media and innovative methodologies.
§ Diversity, Equity & Inclusion – Foster a diverse, equitable, and inclusive culture. Enhance employee engagement to create a program centered on valuing and optimizing people’s differences and creating a sense of belonging.
§ Coaching & Development – Assess coaching and leadership development needs and partner with members of the senior leadership team to bolster the leadership skills of managers and supervisors. Direct the creation and administration of individual development plans and identify resources to deliver these programs.
§ Performance Management – Establish organizational performance management programs that align with the values and mission of Enterra. Coach management to set clear, meaningful goals and objectives and use metrics to measure performance. Identify key performance indicators for Enterra’s people and talent management functions and assess the success and market competitiveness based on these metrics.
§ Total Rewards – Develop and lead a best-in-class total rewards program. Maintain all benefit-related relationships and programs. Continuously evaluate the market to maintain competitive benefits programs for Enterra. Partner with consultants to design and administer all compensation programs. Provide leadership around aligning and developing performance-based compensation programs to drive employee performance and
engagement.
§ HR Systems & Compliance – Ensure that HR technology is in place to meet current and future prospective business objectives. Ensures compliance and maintains knowledge of regulations and best practices in employment law, human resources, and talent management. Manage internal communications for all HR-related activity.

Ideal Candidate
§ Bachelor’s Degree in business, human resources or a related field. Master’s degree in business or human resources strongly preferred. SHRM-SCP, SHRM-CP, SPHR, and/or PHR certification also preferred.
§ 10 to 15 years of experience in human resources as a high performer, including HR leadership and people management. Solid experience with mergers & acquisitions strongly preferred, coupled with experience in a growth equity phase.
§ Excellent track record of leadership and team building, driving the development and evolution of entrepreneurial, high-performance cultures.
§ Experience in professional services and/or technology is required. (Artificial Intelligence or Cognitive Computing strongly desired). Experience in a start-up/entrepreneurial environment is strongly preferred.
§ Prior success in creating and leading initiatives that attract, develop and retain high potential talent in a dynamic, fast-paced environment.
§ Proven success in designing and implementing diversity-enhancing programs and practices.
§ Experience implementing HR policies and procedures using technology that improve operations, including HRIS, performance management systems and payroll systems.
§ Demonstrated expertise in developing HR plans for high growth, including driving talent acquisition and organizational development, evaluating and revamping compensation plans/salary structures, and overseeing the administration of compensation/benefits and employee relations.
§ Enthusiastic and energetic thought leader who thrives in a collaborative environment and has a creative, engaging, and people-focused attitude.
§ Creative problem solver who can navigate current challenges while strategically planning for periods of hypergrowth and work in a very fast-paced, ever-evolving environment.
§ Superb interpersonal skills with the ability to develop and maintain effective relationships with senior business leaders, managers, and peers. Exceptional written and oral communication skills with strong negotiation and influencing skills.

For more information contact:  Karen Pappas, Managing Partner, [email protected]
o: 617-585-3038
m: 617-448-8896
www.pappas2.com

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Indian Hill Music - Director of Finance & Administration
Indian Hill Music (IHM), a growing non-profit community music school and music performance center, is seeking a full-time, exempt Director of Finance & Administration. Currently located in Littleton, MA, IHM is preparing for explosive growth as we build a new music center in Groton, MA slated to open in late 2022. The center includes two world-class concert halls, state-of-the art teaching studios, rehearsal spaces, common areas, and amenities to support our operations.
JOB SUMMARY:
Reporting to the Chief Executive Officer, the Director of Finance & Administration is a newly created position, a member of the senior management team, and is responsible for the effective financial and administrative management of IHM. This position has a range of responsibilities spanning beyond the traditional finance functions and will include management and completion of administrative projects as required. Currently, the Director of Finance & Administration will have one direct report but the department will grow as we add personnel in the near future.
Overall, this position acts as a leader within the organization when dealing with financial and administrative issues. The successful individual will be comfortable operating in a managerial capacity while also rolling up their sleeves and performing basic tasks as necessary.
FINANCE RESPONSIBILITIES:
• Direct and, in some cases, perform accounting activities including accounts receivable, accounts payable, payroll, general ledger activity, revenue recognition, accruals, banking, investments, and endowments to maintain fiscal responsibility in accordance with generally accepted accounting principles for non-profit organizations.
• Manage the monthly financial close and reporting process to ensure that financial reports are generated, analyzed, and timely presented to the CEO and budget holders.
• Evaluate, adjust, and establish a strong system of internal controls and procedures to safeguard IHM assets and minimize fraud risk. This is a critical responsibility.
• Complete financial analysis for various operational areas and provide reports to the CEO to aid in decision making. Examples of areas requiring analysis include retention, revenue streams, community impact, demographic information, concert attendance, and more.
• Manage the budget and reforecast process. Provide analysis of budget assumptions and actual to budget results. Support budget holders in managing their budgets.
• Recommend, implement, and document appropriate accounting and fiscal management policies and procedures.
• Direct cash management functions, manage cash flow, and track accumulated reserve balances. Manage banking relationships to optimize service and minimize cost.
• Prepare long range financial projections to supplement the strategic business plan.
• Track restricted equity balances to ensure proper use and release from restriction.
• Maintain accounting control over endowments and investments. Work with investment managers to ensure appropriate reporting and fiduciary responsibilities are met.
• Manage annual audit, financial statement preparation, and Form 990 and PC filing.

• Evaluate current vendors from a relationship and pricing perspective and make changes as appropriate. Evaluate effectiveness of accounting system and software applications that provide inputs into the general ledger.
• Manage risk, including the annual review of insurance coverage to assure adequacy.
ADMINISTRATION & LEADERSHIP RESPONSIBILITIES:
• Act as the go to person for the CEO in dealing with a multitude of critical projects which will vary widely depending upon organizational needs. Act as project manager and also be a participating member of the team completing a variety of projects such as furniture acquisition, move coordination, license applications, sale of existing property, etc.
• Manage the Human Resources function and, in the near term, hire a staff member to further organize and advance the function. As a growing organization with a strong set of values and a culture built on positive relationships, a focus on human resources is critical.
• Manage a newly created facilities and maintenance department when we move.
• Attend events as appropriate to be seen as a member of the leadership team managing the organization’s success. These events will typically occur on nights and weekends.
• As a proactive and responsive organization, all staff members are assigned other responsibilities as required to contribute to the overall success of IHM.
MINIMUM QUALIFICATIONS:
• BS in Accounting, Finance, or comparable field, MBA strongly preferred.
• Minimum of 10 years of accounting or finance work experience with at least 5 of those years in a manager or director level position. Knowledge of non-profit finance helpful. Also experience that spans beyond the traditional finance and accounting functions and includes supervision of the administrative side of an entity.
• Tremendous potential exists for an individual who can operate at a managerial level while also being comfortable rolling up their sleeves and doing what is necessary to get the job done. A results oriented leader who also values a positive and collaborative work environment and functions as an effective manager. An individual with a strong understanding of accounting and finance and exceptional and demonstrated analytical and organizational skills. Must have the ability to assess and implement internal controls. Excellent interpersonal and communication skills to foster effective work relationships at all levels and to interact with patrons. Experience with QuickBooks and Microsoft Office.
COMPENSATION & HOW TO APPLY:
• This is a newly created position. As such, compensation varies widely with a range of
$80K to $120K depending upon the selected candidate’s experience, skill set, and what they bring to the position.
• Please send cover letter, resume, and salary requirements (applications without salary requirements will not be considered) to: Lisa Fiorentino, CEO, Indian Hill Music, PO Box 1484, Littleton MA, 01460, [email protected]

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IntervalZero - Vice President of Engineering
Headquartered along the Boston technology corridor, IntervalZero is relentlessly focused on its customers and we share their pursuit of excellence. The company believes that continuous investment in both our real-time software technology and in strengthening customer relationships is essential for long-term mutual success. That same level of investment and commitment extends to the IntervalZero Team- the company’s most important asset.

IntervalZero’s RTX64 real-time software is the company’s flagship product. Uniquely, RTX64 transforms Windows into a real-time operating system (RTOS), enabling economic and performance breakthroughs for systems builders in the global Industrial Automation, Digital Audio/Video, Medical and Mil-Aero markets. The RTX64 solution allows customers to capitalize on all the tools and assets that the Windows environment offers yet enables Windows applications to access an RTOS scheduler for mission critical, machine control operations on the same PC without any additional hardware.

Hailing from industries like semiconductor, medical, test & measurement and more, our brand-name customers like Yamaha, Samsung, Panasonic, Mitsubishi, Boeing, Raytheon, and GE Healthcare build world class equipment that demands RTOS applications with unsurpassed precision and quality. By combining a large and diverse customer base with a SaaS-like revenue model, IntervalZero can capitalize on its very stable and growing revenues by plowing profits back into product engineering and thus strategically outpace the competition with more innovative, ground-breaking functionality.

KINGSTAR, a division of IntervalZero, offers the KINGSTAR Motion Control Platform (www.kingstar.com) for Industrial Automation that capitalizes on RTX64. KINGSTAR is IntervalZero’s growth product.

Job Description:
The Vice President of Engineering reports to the CEO and is a key member of the Company’s executive team. This role will be responsible for providing executive leadership and management of the company’s entire RTX64 engineering organization. The individual leads the development, quality assurance, release engineering, technical writing and support functions. This role will strive to continuously improve the efficacy and agility of the engineering team so that its efforts deliver product that meets the customers’ needs in a timely manner.

With the customer in mind, at IntervalZero, the VP Engineering will often interact directly with customers, will contribute to the process of formulating business goals, and will guide his/her team to deliver high-quality and ground-breaking functionality. Frequent communications with the VP of Product Management will be vital to ensure that the delivered product matches the agreed requirements.

Responsibilities:

• Define the appropriate engineering organization for the company’s maturity/size.
• Be a role model for the company culture.
• Enhance standards and procedures to ensure quality standards are met and maintained especially with respect to our existing agile development methods for the entire software development lifecycle.
• Drive improved utilization of Atlassian (Confluence, Jira, Service Mgmt) applications
• Design, implement, and monitor all operations and key performance metrics/operational efficiency for the engineering team.
• Know how to recruit and develop top engineering talent.
• Maintain and optimize budgets to meet goals.
• Recommends new technology and ideas to improve sprints and efficiency.
• Build, develop, and manages the engineering team capable of carrying out initiatives.

Requirements:

• B.S. in Computer Science or Engineering.
• 10 years of experience in engineering leadership.
• Experience working with software development, embedded systems, or hardware engineering.
• Strong verbal, visual, and written communication skills with the ability to explain approach to all levels in the organization including key stakeholders.
• Able to think strategically and see the big picture.
• Experience managing a distributed team.
• Extensive engineering expertise in the areas of product development processes including tools for budgeting, scheduling, and communications.
• Proven success working closely with Product Management, contributing to the product strategy, and helping to successfully deliver on the product roadmap.

Nice to have:

• Several years as Principal Software Engineer
• Experience with commercially deployed embedded products

Please send resumes and inquiries to: [email protected]

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Jewish Vocational Services (JVS) - Controller
JVS’s mission is to empower individuals from diverse communities to find employment and build careers, while partnering with employers to hire, develop, and retain productive workforces. JVS provides a broad range of 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.

 

Position Summary: The Controller is an ambitious, detail-oriented and self-motivated individual who will report to and partner with the Chief Financial Officer, as part of the seven-person Finance Department of JVS. The Controller will be responsible for ensuring the JVS monthly closing process is completed accurately and financial statements prepared timely. This individual responds quickly and with sound judgment to a variety of situations in a fast-paced environment and handles sensitive information in a professional manner. They will be hands-on and contribute at all levels including fiscal controls, internal and external reporting, while also serving as a thought partner to the CFO on many issues. The Controller directly supervises the Manager of Finance and the Accounts Payable Specialist.

 

Reports to: Chief Financial Officer
Position Class: Professional
FLSA: Exempt
Salary Grade: 8
Supervises: 2 Staff – Manager of Finance and Accounts Payable Specialist
Essential Job Functions:
Accountability and Results Focused: Oversee daily entry of accounts payable and receivable transactions, payroll and benefit allocation entries, account reconciliations, and monthly accounting tasks to ensure timely close process; Responsible for preparation of monthly financial statements and other reports for management, as well as attend and present at various meetings as required; Manage the revenue cycle and record accounts receivables and billings, including enhancing the process to optimize cash flow; Oversee the recording of bank activity including investment and interest income, deposits, and electronic payments; Manage the agency credit card program and corporate purchasing accounts; Assist in the coordination and preparation of the budget and financial forecasts and report variances; Responsible for record retention and compliance of agency accounting files; Coordinate annual financial statement audit and filings with external audit team, Manage, maintain and upgrade the agency financial fund accounting system and other financial applications; Develop, automate, and implement systems, policies, procedures, and internal controls, to ensure compliance with accounting standards and improve efficiencies; Supervise the Manager of Finance and the Accounts Payable Specialist and provide mentoring, coaching and written annual evaluations; Perform other related duties and projects as requested.

 

Build relationships, collaboration and teamwork: Provide training to stakeholders on financial process, information, and updates, including Professional Development for agency staff; Work collaboratively with and provide assistance to fellow team members to encourage cooperation and ensure performance goals are met; Ensure high level of satisfaction, trust, and reliability for staff, clients, funders and vendors; Attend and actively participate in agency wide trainings and programming, staff meetings, and team-based projects; Support and promote the mission and philosophy of JVS both internally and outside the agency. 

 

Administrative/Communication: Demonstrate a professional demeanor with strong leadership skills; Communicate effectively verbally and in writing; Exercise discretion in handling confidential information.

 

Minimum Skills and Qualifications: 
Bachelor’s degree in Accounting or related field; CPA/MBA a plus. Exceptional accounting skills;
Minimum of 7 years of progressive accounting experience in a nonprofit organization, and with specific experience with nonprofit revenue recognition, statement production and compliance;
Minimum of 2 years of direct staff supervisory experience;
Proficiency with nonprofit fund accounting systems; Serenic Navigator a plus;
Strong working knowledge of Microsoft Office (Intermediate/Advanced Excel is a requirement)
Confident self-starter; ability to prioritize, juggle multiple deadlines and projects;
Ability to troubleshoot, design, implement, and manage systems that contribute to an efficient working environment;
Meticulous attention to detail with excellent analytical, problem-solving, verbal and written communication skills;
Ability to work effectively with Board of Directors, senior staff, volunteers, and peers;
Creative, results oriented, and energetic with the ability to work independently and in a team environment
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.

 

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: JVS has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for the newly created role of Controller. Please submit your cover letter and resume to Cindy at [email protected]

 

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Jewish Vocational Services (JVS) - Sr. Director of Career Center Operations
JVS’s mission is to empower individuals from diverse communities to find employment and build careers, while partnering with employers to hire, develop, and retain productive workforces. JVS provides a broad range of 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.

 

POSITION SUMMARY: As a member of the Career Services management team, the Sr. Director of Career Center Operations is responsible for the management, compliance, and operating functions at the MassHire Career Center to ensure that high quality, workforce development and labor exchange services are provided to Boston employers and job seekers. The Director ensures that all performance goals and objectives as outlined by the Career Center Charter and State and Federal regulations are achieved. As a member of Career Services management team, the Director develops innovative plans and strategies to ensure the agency’s continued success in fulfilling its mission and achieving short- and long-term goals and objectives. Working closely with the Vice President of Career Services, the Sr. Director of Career Center Operations will provide direct supervision to JVS MassHire staff.

 

ESSENTIAL JOB FUNCTIONS:
Promotes Agency

• Develop and maintain strategic alliances and collaborations with community-based organizations, training providers, supportive service referral organizations, and the employer and job seeker communities in order to sustain and support the Career Center vision
• Support and promote the mission and philosophy of JVS MassHire both internally and externally.
• Actively serve on state-wide and Boston-based Career Center operating committees in order to coordinate among career centers, to plan for cross-system service improvement, and to maintain cross-system service standards.

 

Accountability and Results Focused
• Manage day-to-day career center operations
• Read, summarize and ensure compliance with all federal and state One Stop Career Center regulations
• Manage all aspects of funder monitoring including planning, report writing and arranging and facilitating visits and necessary follow up.
• Manage state database, MOSES, reporting
• Assist in the overall process and service delivery improvements to the Career Center, working from a customer centered approach.
• Demonstrate ownership of projects and assignments and respond to organizational requests by deadlines

 

Coaches and Develops Staff
• Hire, train, and supervise staff (functional or directly as assigned)
• Develop high performance standards and delegates responsibility
• Effectively communicate priorities and decisions to program staff.
• Ensure staff are accountable for meeting programmatic and contract requirements.
• Ensure program staff members work collaboratively with all JVS programs and services.
• Communicate to staff via regular meetings, developing performance expectations and performing annual performance evaluations.
• Monitor the achievement of performance expectations, in accordance with MassHire work plan and take remedial action where necessary.

 

Planning and Organizing
• Establish sound and systematic course of action to assure results
• Determine priorities and allocate time and resources effectively
• Know and work comfortably with both MassHire and JVS systems, processes, and procedures
• Maintain annual reporting plan, write and ensures data quality for reporting making systems or data collection changes as needed
• Ensure accurate, effective, timely MOSES database usage.

 

Builds Relationships, Collaboration and Teamwork
• Work collaboratively with and encourage collaboration between JVS departments and divisions to ensure agency performance goals are met
• Lead program planning meetings and team-based projects
• Communicate regularly with Supervisor to ensure successful program performance
• Provide leadership and exemplify resolving disagreements and conflict in a professional and productive manner

 

MINIMUM QUALFIICATIONS AND EXPERIENCE REQUIRED:
• 8 years of related work experience in workforce development, compliance, or employment services
• 3 years of program management and supervisory experience
• Proven financial management skills
• Proven program development and management skills
• Demonstrated presentation skills
• Demonstrated technical database skills
• Experience in grant and proposal writing
• Experience in review and creation of budgets
• High proficiency in Micro Soft Office Suite
• Strong interpersonal, communication and organizational skills
• Ability to work as part of a team; experience in team facilitation preferred
• Ability to work in a multicultural environment

 

EDUCATION REQUIRED: BA/BS in Human Service, Education, Marketing, Business or equivalent.

 

KEY COMPETENCIES:
• Accountability and Results Focused
• Adapting to Change
• Building Relationships, Collaboration and Teamwork
• Cultural Competency and Respect
• Communication Skills
• Initiative
• Planning/Organizing
• Promotes Agency

 

LEADERSHIP COMPETENCIES:
• Coaches and Develops Staff
• Inspires a Shared Vision
• Manages Effectively
• Administrative/Systems Expertise
• Managerial Accountability

 

JOB COMPETENCIES:
• Strategic program planning
• Managing program budgets
• Quality Improvement
• Grant management

 

MENTAL DEMANDS:
• Reading
• Verbal communication
• Detailed work
• Written communication
• Confidentiality
• Multiple concurrent tasks
• Problem Solving
• External contacts
• Language
• Analysis of statistical and financial data
• Math

 

SPECIAL WORK CONDITIONS:
• Occasional evening and weekend hours required
• Occasional out-of-state travel required
• Frequent local travel required

 

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.

 

TO APPLY: JVS has partnered with Cindy Joyce of Pillar Search & HR Consulting on the search for the Sr. Director of Career Center Operations. Please submit your cover letter and resume to Cindy at [email protected]

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Lyra Therapeutics, Inc. -  Vice President, Human Resources

Lyra Therapeutics (Nasdaq: LYRA) is a clinical-stage company pioneering a new therapeutic approach to treat debilitating ear, nose, and throat (ENT) diseases that impact the lives of millions of people. Their goal is to transform the ENT treatment paradigm by providing effective front-line solutions for physicians and new treatment options for their patients. In a Phase 1 study, the company observed a rapid, clinically meaningful and durable improvement in symptom score, with 90% of Chronic Rhinosinusitis (CRS) patients having improved symptoms at 24 weeks. A Phase 2 readout of LYR-210 is anticipated in Q4 2020, with LYR-220 expected in the clinic the following year. Headquartered in the Boston area, LyraTherapeutics was founded by George Whitesides and Robert Langer, academic luminaries in the fields of chemistry, materials science, and biotechnology.

The Lyra Therapeutics team is growing, and they are seeking an experienced Vice President, Human Resources (VPHR) to support the organization as they advance towards commercialization of their controlled drug delivery product portfolio. Reporting to the Chief Executive Officer, the Vice President, Human Resources will lead critical functions of Lyra’s People/HR initiatives and strategies while supporting and aligning HR with the overall business strategy. Partnering with senior leadership, management, and the general employee population, the VPHR will enhance and build upon a positive, engaged culture that works to assimilate the interests, talents, and contributions of employees in a high-performing and inclusive workplace.

Core Responsibilities
§ Talent Management - Provide vision, direction, and leadership for talent management functions. Partner with and develop effective working relationships with organization leaders to meet talent management and retention goals.
§ Coaching and Development - Evaluate coaching and leadership development needs, and work with members of the Executive Leadership Team to augment the leadership skills of managers and supervisors.
§ Performance Management - Develop and guide the standards of the performance and talent review process by providing training, coaching, and specific guidance as applicable. Provide coaching and counsel to supervisors, management, and staff to resolve conflicts and/or address job performance problems while providing effective performance communications.
§ Mentoring - Provide consultative support to others in the organization as needed.
Participate as a member of the Executive Leadership Team to set and develop plans for company initiatives.
§ Training and Development - Partner with Learning & Development consultants to provide input in the creation and administration of individual development plans, and identify resources required to deliver these programs.
§ Culture and Values - Act as the ambassador of Lyra’s culture, constantly seeking ways to identify and reinforce the behaviors that exemplify organization values.
§ Diversity, Equity & Inclusion - Provide expert and strategic DEI direction, coaching, and counsel to the business and the People team to ensure achievement of business objectives and DEI initiatives. Develop data-driven DEI programs.
§ Benefits Administration - Maintain all benefit-related relationships and programs. Continuously evaluate the market to maintain competitive benefits programs.
§ Compensation - Present all Lyra compensation programs, including annual bonus plans, spot bonuses, recognition programs, and other forms of compensation.
§ HR Policy - Ensure compliance with all state and federal legal compliance policies and regulations. Manage internal communication for all People/HR-related activity.

Ideal Candidate
§ Bachelor’s degree or equivalent in a related discipline (Master’s degree strongly preferred).
§ A minimum of 15 years of progressively more responsible HR experience, including at least five years in a management/supervisory role in a best-in-class People/HR organization. Biotechnology and/or pharmaceutical industry experience preferred.
§ Strong knowledge of HR practices and procedures, including current knowledge of state and federal legal compliance regulations and policies related to HR.
§ Demonstrated knowledge and understanding of Diversity, Equity & Inclusion principles with proven experience building and executing successful DEI programs.
§ Superior critical-thinking skills coupled with strong conflict management, negotiating, and influencing capabilities.
§ Impeccable judgment with a high level of ethics and an empathetic disposition.
§ Exceptional communication and presentation skills (both written and verbal).
§ Ability to establish meaningful business partnerships throughout the organization, acting as a trusted advisor at all levels.

For more information contact:  Karen Pappas, Managing Partner, [email protected]
o: 617-585-3038
m: 617-448-8896
www.pappas2.com

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The Massachusetts IOLTA (Interest on Lawyers Trust Accounts) Committee is seeking a new executive director. This is an exciting opportunity to positively affect the Massachusetts legal community, civil legal aid programs and access to justice, by assisting in the maintenance and distribution of IOLTA funds to charitable organizations, via the Committee's three partner organizations, the Massachusetts Legal Assistance Corporation, the Massachusetts Bar Foundation and the Boston Bar Foundation.

The Massachusetts IOLTA Committee has supported legal aid in the Commonwealth since 1989. The executive director will work with stakeholders in the legal community, financial institutions and attorneys, to drive the continued success of the program. The position reports to the Massachusetts IOLTA Committee. A competitive benefits package is available.

For more information, including about qualifications for the role, look here

 

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Rave Mobile Safety is looking for a Vice President Human Resources. Rave Mobile Safety is a leading SaaS provider, connecting organizations with those they protect in order to build safer communities. Growing rapidly with patented and award winning products, our solutions keep millions of people safe, secure, and connected. We are mission driven and passionate about helping our customers save lives.

The VP HR will be responsible for Rave’s people function, culture and policies. S/he will drive best practices and initiatives and provide strategic direction and expertise for the full scope of the HR function. S/he will be responsible for assisting and reviewing organizational development, policies and programs for Rave employment, compensation, benefits, performance management, employee relations, and compliance with all applicable federal, state, and local laws. The head of HR will report to the CEO, as a thought partner in developing and executing the HR strategy for the organization, and work as a business partner to the organizational managers across the Company to best support their team’s goals and objectives.

Key Responsibilities
Drive strategic thought on organization structure and people development

  • Develop and implement a human resource plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of HR needs and help build a high-performing culture of success, accountability, transparency and collaboration.
  • Act as a strategic partner to all members of the Senior Management Team (SMT) and provide insightful, innovative thinking and problem solving on critical HR issues.
    • Optimize the HR function/team, modernize and refine key processes and activities aligned toward achieving strategic objectives.
    • Provide HR guidance on special projects, HR analytics & reporting, talent reviews, training, change management, organizational design, diversity and inclusion.
    • Talent Acquisition
    • HRIS, and Benefit Administration
    • Employee On Boarding including 60 day check ins
    • Help foster company culture and morale and internalize Rave’s values
    • Manage employee relations
    • Salary and Compensation Administration
    • Employee Development and Training Programs including performance management
    • Employee policies and procedures including compliance
    • Compliance with all applicable employment regulations (FLSA, FMLA, ERISA, ADA, EEOC, etc).
    • Manage and ensure compliance for all employee files and employee data.
    • Assist in planning company events and activities
    • Reporting to management of key metrics and ad-hoc reports as requested
    • Manage all HR aspects of mergers and acquisitions.
    • Manage the Office Management function and staff, and some facilities responsibilities.

Qualifications and Skills

  • This position requires 10+ years of progressive HR experience including 5+ in leadership roles
  • Must have experience in a fast paced high technology organization
  • BS degree required, Masters degree preferred
  • SHRM Certification preferred
    • In-depth knowledge of employment and labor laws. Experience with Canadian employment laws and regulations desired, but not required
    • People oriented and results driven
    • Detailed, logical, and methodological approach to problem solving.
    • Ability to problem solve and work proactively vs reactively
    • Proficient in Microsoft Office. Strong Excel skills a plus
      • Must be very detail-oriented and demonstrate strong organizational, leadership, interpersonal, and communication skills
      • Ability to manage multiple projects and deadlines.
      • Ability to work well independently with limited supervision.
      • Experience with managing HR aspects of mergers and acquisitions desired
      • Mission driven. Our solutions are used to protect lives and our team understands what that means in terms of the level of support we owe our customers and employees.
      • Able to travel 10%

For more information, contact Terri Mock at [email protected]


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Shriners Hospitals for Children • Boston, MA - Development Officer is seeking a Development Officer (DO) to provide comprehensive guidance and overall strategy to grow the organization’s donor base and increase revenue to help expand its mission and programs. Reporting to the Hospital Administrator, the DO is a key strategic advisor and partner to the organization’s leaders and Board of Governors. S/he is responsible for overseeing innovation and best practices in all aspects of our five major development streams: the Shrine organizations, foundations, corporations, individuals, and government agencies. In collaboration with the Shriners Hospitals for Children development team, the DO will design and implement a comprehensive strategy to grow revenue across all of these streams and to sustainably reach our annual revenue goals.

Skills and Experience: Record of accomplishment of leading, managing, and integrating an ambitious, forward-thinking development program across multiple revenue streams. Extensive individual giving experience, including a sophisticated understanding of how to build an individual major donor pipeline. Outstanding major gift fundraising record in a complex non-profit environment, with a demonstrated ability to secure five- and six-figure gifts and to increase giving levels and revenue. Experience working with foundation and corporate partners, including identifying prospects, cultivating and stewarding relationships, and overseeing the development of proposals.

Strategy and Direction: Design and implement a multi-year development plan that establishes short- and long-term growth goals aligned with the hospital’s vision and strategic direction.  Evaluate and assess giving trends and changes in the external environment to strategically position the organization at the forefront of development initiatives, appraising the Board and senior leadership of growth opportunities. Oversee the identification and pursuit of development strategies that increase charitable revenue from all of the organization’s major funding streams. Oversee and manage donor analytics and funding databases. Collaborate with department directors to fully leverage development opportunities, initiatives, and messaging.  Manage dashboard of revenue-related performance measures that monitor results and demonstrate change over time through year-to-year comparisons.

Board and Staff Engagement: Serve as the main point of contact in development matters with the Board of Governors, providing regular reports on initiatives and presenting the overall financial standing of the organization as it relates to development goals. Collaborate with the Board’s Development Committee Chair to facilitate the Committee’s work, providing strategic guidance on development initiatives.  Effectively leverage the Administrator in the cultivation of relationships with major donor prospects.  Provide confident relationship management for the hospital’s highest-level donors and volunteers.  Secure and steward large gifts from foundations, corporations, and individual donors.  Serve as a reliable and compelling external spokesperson for the organization with donors from all giving constituencies, increasing visibility with key audiences. Identify and develop key external partnerships to facilitate increased revenue and support for new programmatic initiatives.  In collaboration with the Marketing and Communications Department, ensure the Development Department is strategically positioned to maximize program successes for branding and outreach opportunities. Design and manage all internal and external development messaging, including grant proposals and reports, donor engagement material, marketing collateral, and board reports, ensuring high-quality output.  Oversee all compliance activities for external funding, including terms and conditions of grants, maintaining a high level of accountability and responsiveness to donors.

Team Building and Management:Provide overall leadership and management for a 3-person development team.  Build strong levels of ownership for development initiatives among staff, fostering increased accountability and initiative. Identify and address development shortcomings, ensuring organizational sustainability through improved practices and accurate in-depth analytics. Design and maintain annual departmental budget and oversee donor funds, coordinating with the Finance and Accounting Department to ensure consistency and reconcile discrepancies.

Requirements/Background: At least 7-10 years of progressively responsible development and/or event planning experience, with at least 5 years in a leadership role.  Bachelor’s degree required, or equivalent combination of education and/or experience.

We offer a comprehensive benefit package including a 403b savings retirement plan with a match!  Subsidized public transportation, free vision, free gym and more! Please email your resume in a word document to [email protected], or fax to 617-371-4939.  

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Uniguest – Billing & Collections Manager The Billing & Collections Manager is an integral member of the Controller’s group. The Billing & Collections Manager owns the Order to Cash process, partnering with sales, sales operations/customer success, accounting, operations and senior business leaders to deliver exceptional cash management and business processes. The Billing and Collections Manager leads a Nashville based team responsible for all credit, billing and collections activities at Uniguest. 

ESSENTIAL DUTIES AND RESPONSIBILITIES
• Manages credit and collection process including new customer setup, new customer credit evaluation, invoicing, accounts receivable collections, returns processing, posting of cash receipts, and ongoing customer credit evaluations.
• Provides accurate and timely reporting to meet internal and external reporting requirements.
• Leads, motivates and develops talent by goal setting, coaching, training and evaluating performance.
• Communicates effectively and maintains a professional relationship with external and internal customers.
• Champions continuous improvement initiatives and drives business processes improvements.
• Manages external and internal auditor relationships to facilitate completion of audit procedures in a timely and efficient manner.
• Other duties as assigned.

EDUCATION AND EXPERIENCE
• Minimum 15 years of experience and at least 5 years of managerial experience in credit and collections.
• Leadership of a team of at least 10 team members required.
• Strong foundation in all aspects of the order to cash process at a SaaS company with expertise in establishing and maintaining credit, billing, A/R management and collections processes and procedures.
• Commitment and enthusiasm for building a strong team, including coaching and developing team members required.
• Bachelor’s degree required.
• Strong Computer literacy in Microsoft office applications and working knowledge of any major ERP system is required.
• Must have excellent proven problem-solving skills.
• Must be able to function effectively in a high paced, high demand environment
• Commitment to excellent customer service with excellent written and verbal communication abilities.
• Experience with Salesforce CRM and an ERP implementation a plus.

For more information, contact Joan Stone, CFO, Uniguest, mobile (978) 335-0104, email [email protected]

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University of Texas/Texas A&M Investment Management Company - Head of Human Resources or Chief Human Resources Officer 

The Organization
The University of Texas/Texas A&M Investment Management Company (UTIMCO) is an Austin- based 501(c)(3) investment management corporation whose sole purpose is to manage the investment assets under the fiduciary care of the Board of Regents of The University of Texas System. Created in March of 1996, UTIMCO is the first external investment corporation formed by a public university system and currently invests endowment and operating funds of over
$60B. UTIMCO invests in broadly diversified portfolios of equity, fixed income, and real assets across global markets using a long-term investment horizon while focusing on a number of different investment categories characterized by complex, illiquid, and mispriced securities where proprietary information and sophisticated investment strategies offer the opportunity for value-added returns. These investments include hedge funds and private investments, including venture capital, buy-out, growth, real-estate and natural resources-related opportunities.
UTIMCO offers unique exposure to a variety of asset classes and unparalleled interaction with many of the world’s best money managers. They manage investment assets for The University of Texas System and The Texas A&M University System, enabling academic and health institutions to ensure Texas students have access to unparalleled educational opportunities that allow them to thrive and grow. At UTIMCO, you will work with 115 smart, diverse, and motivated colleagues who are dedicated to the endowment. UTIMCO offers excellent benefits, a unique culture, and a strategic commitment to total talent management.

The Role
The Head of Human Resources or Chief Human Resource Officer (HHR/CHRO) will develop and execute human resources strategy in support of the overall business plan and strategic direction of UTIMCO, specifically in the areas of talent management, change management, organizational and performance management, training and development, compensation, and benefits. The HHR/CHRO will be a member of the Executive Team and provide strategic leadership by articulating HR needs and plans to the Leadership Team and UTIMCO’s Board of Directors.
The HHR/CHRO will lead functional Team Leaders in planning and implementing human resources processes and practices, and will manage the delivery of human resources services to all UTIMCO employees as customers. The HHR/CHRO will lead the HR Team and provide direct oversight of the performance and administration of the members of that team.

Core Responsibilities
■ Establish and implement HR strategies that effectively communicate and support UTIMCO’s mission and strategic vision.
■ Develop HR and talent management strategies to support the achievement of the overall business and cultural goals of UTIMCO.
■ Function as a trusted advisor and coach to executive/senior management of each function regarding key organizational change and management issues.
■ Work with the CEO and Leadership Team to establish a strategy of management succession that corresponds to future workforce needs and staffing requirements.

■ Ensure the quality, value, and relevancy of the UTIMCO Learning Institute, including the Leadership Development Program (LDP).
■ Develop comprehensive strategic recruiting, onboarding, organization development, and retention plans to ensure the continued building of capacity and capability for UTIMCO.
■ Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective.
■ Provide overall leadership and guidance to the HR function by overseeing talent acquisition, career development, succession planning, retention, training, leadership development, compensation, and benefits.
■ Lead firm-wide initiatives as requested by the CEO/DCIO related to innovation, continuous improvement, diversity, equity, and inclusion (DEI), and cultural development.
■ Chair the Administrative Plan Committee that provides governance and fiduciary oversight of the 403(b) plan and other retirement-related benefits.
■ Ensure the integrity and effectiveness of UTIMCO’s performance management process, including 360 feedback, year-end reviews, team action plans, and the alignment of pay and performance.
■ Responsible for people risk management and effective employee relations processes as they relate to communication, performance plans, career transitions, and employee off- boarding.
■ Monitor HR best practices and trends to assure that UTIMCO remains competitive and is recognized as an “employer of choice” in the Southwest.
■ Represent UTIMCO as the HHR/CHRO to all external customers and stakeholders, including UT System, TAMU, and other strategic investment partners.

Ideal Candidate
■ BS/BA degree from an accredited college/university is required. MBA or MA/MS in human resources or related field is preferred.
■ Minimum of 15 years of HR experience, with at least five years of executive HR experience and at least five years as a strategic HR generalist.
■ Prior experience managing an HR team is required.
■ SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM- CP) certification is preferred.
■ Full understanding and mastery of the talent management life cycle.
■ Strong track record of prior human resources management and executive leadership accomplishments.
■ Proven ability to operate as an internal consultant, trusted advisor, and business partner.
■ Experience in leading organizational change and development.
■ Thorough knowledge of HR and employment-related laws and regulations.
■ Knowledge of and experience with varied human resources information systems (HRIS).
■ Exceptional communication versatility with excellent verbal/written communication skills.
■ Highly effective interpersonal and conflict-resolution skills.
■ Effective analytical and problem-solving skills.
■ Strong customer-service orientation and servant leadership abilities
■ Proficient with Microsoft Office suite or related business software.

Contact: Karen Pappas, Managing Partner o: 617-585-3038 m: 617-448-8896
[email protected] www.pappas2.com

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Yale University
seeks a Corporate Strategy Officer to manage and lead a portfolio of corporate partners with the intent of building strategic mutually beneficial relationships with Yale and exploring potential collaboration and support for the university. The Officer will ensure that corporate approaches, from identification to cultivation to solicitation to negotiation through stewardship, are highly strategic and coordinated. The corporate strategy officer meets regularly with department chairs, research group leaders, and program leaders to stay informed of current institutional priorities. The ideal candidate will have a deep understanding of research in academic and/or industry settings and deep knowledge of technology transfer or a tech industry-related field.

To view the full job description and apply online, please click here

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