Job Bank (3 current listings)

Bullhorn - Senior Human Resources Leader
Bullhorn provides cloud-based CRM and operations solutions for the staffing industry. Its automated data capture and customer insight technology helps companies engage candidates and win customers. Today, more than 7,000 companies rely on the Bullhorn platform to help increase sales, improve service delivery, and streamline operations. Headquartered in Boston, with offices around the world, Bullhorn employs over 600 people globally. The company is founder-led and backed by Insight Venture Partners. With an entrepreneurial approach and great passion for their customers, Bullhorn has been leading the staffing software industry for over a decade with a variety of product offerings. Committed to being a leader in all that they do, Bullhorn partners with several non-profit organizations and participates in numerous community service events throughout the year. Bullhorn’s commitment to innovation-driven design and development has been at the forefront of its products and service offerings since inception. This philosophy and strategy has been a constant driver throughout the life of the company and will continue to be a competitive force moving forward. As a company, Bullhorn understands the market and exactly what their customers need to maximize performance and boost top-line growth. They know that putting the best tools in front of a team of professionals is crucial to its success, and that is exactly why Bullhorn is dedicated to cultivating a strong innovation pipeline.

The Role
Reporting to the Chief People Officer, the Senior Human Resources Leader (SHRL) will lead a team of five and direct all aspects of the company’s international HR initiatives and programs while supporting and aligning HR with overall business strategy. Partnering with senior leadership as a strategic business asset, the SHRL will build upon the positive, engaged culture that works to assimilate the interests, talents, and contributions of employees in a high performing and inclusive workplace. The SHRL will also play a critical and strategic role as an HR advisor to management and the global HR team. 

Core Responsibilities
§    Strategic Partner - Serve as a strategic partner to senior management on the development of human resources objectives as they relate to specific operations and overall business direction. Provide ongoing communication and strategic counsel to the CPO and other key members of the management team.
§    Culture and Values - Act as the ambassador of the company’s culture, constantly defining ways to identify and reinforce the behaviors that exemplify company values. Strive to advance people and implement organizational strategies to promote employee engagement.
§    Talent Management - Develop and implement long-range strategic plans to build the human capital of the company through performance management, coaching, and training and development, motivating individuals to achieve their maximum potential. Successfully identify and address gaps in competency, knowledge, and skillsets.
§    Coaching and 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 the company. Coach management to set clear, meaningful goals and objectives, and use metrics to measure performance.
§    Benefits Administration - Maintain all benefit-related relationships and programs. Continuously evaluate the market to maintain competitive benefits programs for the company.
§    Compensation – Present all company compensation programs including sales plans, annual bonus plans, spot bonuses, recognition programs, and other forms of compensation.
§    HR Systems and Compliance – Ensure that HR technology is in place to meet current and future prospective business objectives. Stay current with emerging HR technologies and implement new technology as appropriate. Confirm and maintain compliance with all State and Federal laws and regulations. Manage internal communication for all HR-related activity.

Ideal Candidate
§    Bachelor’s degree in Business, Human Resources, or related field. Master’s degree in Business or Human Resources preferred.
§    8 to 15 years of experience in human resources as a high performer, including HR leadership and people management. International HR experience, preferably in Europe, is ideal.
§    Excellent track record of leadership coaching and team building, driving the development and evolution of entrepreneurial, high-performance cultures. Experience in technology, especially 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.
§    Experience implementing HR policies and procedures using technology that improve operations, including HRIS, performance management systems, and payroll systems.
§    Strong knowledge of HR practices and procedures, including significant experience in employee relations. Current knowledge of State and Federal legal compliance regulations and policies relating to HR.
§    Enthusiastic, energetic, thought leader who thrives in a collaborative environment and has a creative, engaging, and people-focused attitude.

Contact
Karen Pappas Managing Partner (o) 617-585-3038 (m) 617-448-8896  karen@pappas2.com

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EcoTarium - President
The EcoTarium, located in Worcester, New England’s second largest city, seeks its next President to lead this award-winning, mid-sized museum to its next level of growth and excellence.  Founded in 1825, EcoTarium’s mission is to “inspire a passion for science and nature” by engaging individuals and families in an interactive and vibrant indoor/outdoor experience on 55 acres. The hallmarks of the 61,000-square foot museum are its permanent and changing interactive exhibits, enlivened by a rich array of educational programs and unique special events. The museum’s latest permanent exhibit, City Science: The Science You Live, opened in January 2017.The ideal candidate will possess at least 10 years of increasing experience with fiscal responsibility in the museum, cultural, educational sectors or a similarly complex organization. A strategic and visionary thinker with an entrepreneurial spirit, the ideal candidate will have experience evaluating and growing institutional programs and exhibits. The candidate must have a strong track record of decisive and effective leadership and have proven operation, development, and financial management skills.  A talented friend-raiser and fearless fund-raiser, the successful candidate will build on the recently completed Phase II of the Third Century Capital Campaign to consolidate and grow the museum as one of the premier science-based, informal learning family destinations in the region and beyond.   The EcoTarium is committed to a policy of nondiscrimination and equal opportunity for all employees and qualified applicants.  For more information and to apply, please click here

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Pine Street Inn
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Director, Employment and Workforce Planning Organization

Pine Street Inn opened its doors in 1969, and over nearly five decades it has grown into New England’s largest nonprofit resource for homeless and formerly homeless adults. Throughout the ‘80s and ‘90s, Pine Street expanded from offering basic necessities to offering programs that help guests take significant steps in their journey out of homelessness and regain some of what they have lost, such as relationships, life skills, employment, and housing. In the past five years, Pine Street has significantly expanded its inventory of permanent supportive housing to provide lasting solutions to homelessness. Pine Street partners with homeless individuals to help them move from the streets and shelters to a home, and assists formerly homeless individuals in retaining housing. They provide street outreach, emergency services, supportive housing, job training, and connections to employment. They tirelessly advocate for collaborative solutions to homelessness through innovative programs that include:

Permanent Supportive Housing – More than 900 formerly homeless individuals live in 40 residences and in scattered-site rental units throughout Greater Boston. The program for tenants is a supportive housing model, coupling permanent housing with on-site support staff to help each individual regain his or her highest level of independence. Specialized housing is available for seniors, adults with mental health disabilities, and veterans. They currently have a one-year-or-longer housing retention rate of 92%.

Emergency Shelter – Each night, more than 670 men and women are provided with emergency shelter at one of Pine Street’s four locations. The Inn offers a warm and safe bed, two nutritious meals, shower and locker facilities, and health care and case management services, including substance abuse treatment and psychiatric support. Inventive programs such as Front-Door Triage and Rapid Rehousing are creating new paths out of shelters and into the stability of housing.

Job Training – Pine Street provides job training in food services and housekeeping, providing individuals with the skills they need to secure jobs. Approximately 140 individuals are served in job training programs each year. iCater is a social enterprise that extends the training and opportunities for Food Service trainees, with net proceeds directed to the job training programs.

Street Outreach – Pine Street’s outreach teams travel throughout Greater Boston to offer food, blankets, health care, and referrals to approximately 115 unsheltered men and women daily. The Inn is currently the only organization offering outreach in Boston every night. Today, Pine Street Inn serves over 1,900 individuals each day. From emergency services, to needs assessment, counseling, and case management, to job training and placement in permanent housing, Pine Street Inn is providing the short-term remedies and long-term solutions to end the experience of homelessness.

Role

This is an extraordinary opportunity for a senior employment professional to join this team of 550 employees and make a difference in the lives of those less fortunate. Reporting to the Vice President of Human Resources, the Director, Employment and Workforce Planning will promote Pine Street’s new organizational focus and strive to develop and drive efforts toward enhancing its future human capital, effectively advancing the organization’s strategic plan and mission. The Director will lead the current hiring processes through a period of evolution, utilizing best practices in attracting, hiring, and retaining both passive and active candidates for employment or internship opportunities.

Core Responsibilities

  • Collaborate with senior managers to design, implement, and oversee workforce planning efforts in programs and administrative departments, including the creation of job analysis and other tools, to support hiring managers in designing optimal positions.
  • Design and implement an effective strategy to create partnerships with universities and other talent pipelines for employees and interns, resulting in an increased talent pool of both active and passive candidates.
  • Expand an already successful hiring and selection program through the advancement of current technologies, selection policies/practices/workflows, and training to hiring managers, resulting in the hiring of the most qualified candidates as rapidly as possible.

Human Resources Leadership

  • Possess and consistently model strong core ethics, integrity, and accountability consistent with Pine Street’s mission, vision, and values. Demonstrate discretion and professionalism for all staff at all times. Align and lead the work of the recruiting staff toward the mission, vision, values, strategic plan, and department and individual goals.
  • Lead and develop a staff of Recruiter, Contract Recruiter, and Receptionist in a manner that is diplomatic, inclusive, transparent, communicative, open, and fair. Provide opportunity for individual and professional learning and development. Create measurement tools to evaluate time-to-hire, turnover, candidate production, and support staff in implementing their use.
  • In partnership with HR colleagues, consistently identify, organize, promote, and operationalize approved opportunities to advance and/or streamline HR initiatives and operations in support of organizational and department goals. Inspire, develop, and manage change initiatives with recruiting staff and within the HR department in support of broader organizational goals.
  • Understand budget limitations and advocate for an environment where decisions are made in accordance with such limitations. Partner and collaborate with peers and management to facilitate cooperative business relationships with/between all programs and departments.
  • Provide visible and valuable participation in all Pine Street activities, including but not limited to general staff meetings, department staff meetings, human resource/agency events, and other celebrations.
Employment and Workforce Planning
  • Develop and continually evaluate/improve upon a recruitment plan to attract well-qualified, diverse staff both internally and externally. Manage and evaluate search partners and agency relationships.
  • Manage an experienced recruiter in their efforts to source candidates and administer the selection process. Consistently evaluate and streamline efficiencies and recruiting processes. Directly manage recruiting and hiring for select key positions.
  • Create, monitor, and distribute reports to leadership that measure success against recruiting goals, including time-to-hire. Establish metrics to deliver results to internal clients. Recommend appropriate recruitment methods and oversee training on recruiting, behavioral interviewing, and effective hiring.
  • Identify and collaborate with other HR colleagues and vendors to advance the use of technologies, including Clear Company Applicant tracking system, Skill Survey reference checking, and others.
  • Oversee the new hire selection process, and ensure that reference and background checks are completed appropriately and exponentially.
  • Oversee the management of the recruitment and advertising budget. Monitor and constantly work to reduce the costs of the recruitment process.
  • With recruiting staff, develop refreshed hiring policies and procedures for all supervisory employees which are compliant with all legal/regulatory obligations and utilize existing technologies.
  • Develop, implement, and oversee the workforce planning and requisition process, evolving current system to streamline approval process and elevate the supervisor’s abilities to analyze and create appropriate jobs and position descriptions.
  • In collaboration with the Vice President of Human Resources and other leaders, develop an overall strategy and implement a work-plan to increase outreach and networking through a wide range of sources to attract passive candidates, as well as advance and expand upon Pine Street’s internship program to grow direct care employment.
  • Provide guidance to supervisory staff around state and federal hiring guidelines.

Ideal Candidate

The Director, Employment and Workforce Planning will be a high energy, extremely motivated, and resilient self-starter who excels in a complex, dynamic environment and has successfully led a department or working unit of similar scope and size through change. The Director will have significant progressive management experience in talent acquisition and creating workforce planning programs.

Key Requirements 

  • Bachelor’s degree with a focus on human resources, business administration, or a related field. A Master’s degree with significant academic experience in psychology, sociology, or human services is preferred.
  • Professional certification in human resources (PHR, SPHR, etc.).
  • A minimum of seven (7) years of progressive human resources experience, including at least three to five years at management level or above.
  • Significant experience with and knowledge of optimal operations in a high volume recruiting environment.
  • Significant human resources experience in a human services, hospital, nursing home, or similar environment.
  • Project planning and management experience, as well as business process development experience.
  • Highly developed interpersonal, collaborative management, and organizational skills to enable successful relationships with leaders, managers, and supervisors, as well as front line staff and candidates of all levels.
  • In-depth knowledge of and experience with applicant tracking, applicant assessment, and applicant credentialing software, with significant experience in advancing the work of recruiting professionals.
  • Proven ability to make influential presentations and have influential discussions with individuals and groups to propel advancement of the presence of an organization’s employment brand in the marketplace and/or to attract top candidates.
  • Ability to work effectively with diverse populations to address difficult situations and solve complex issues.
  • Superior ability to adapt to competing and changing priorities, and handle information and situations with discretion and confidentiality.
  • Experience with or exposure to working with homelessness and conditions which affect homelessness is ideal.

Contact Karen Pappas Managing Partner
direct: 617-585-3038
mobile: 617-448-8896 karen@pappas2.com

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