Why Choose Randi Frank Consulting (RFC)

A combination of scarce labor talent and increases in regulations is causing more companies to consider outsourcing their HR functions.

This is an effective step to reducing overheads and improving workforce morale. As a business owner, you need to keep in mind the current market trends and take appropriate action.

This can help you survive long-term while improving profitability. And one of the best ways to do just that would be to opt for an HR consulting agency.

That said, you need to select the right HR company for you. Here are a few things you should know about Randi Frank Consulting.

1. Analyze Our Experience

One of the most common metrics used for decision-making is experience. And this is done for good reason.

The more experienced a company is, the better the chances of adding to your company’s success. Our consulting team is comprised of professionals with decades of experience, and RFC just celebrated its 20-year anniversary.

We have served for-profit, non-profit and municipalities across the country. Originally based in Connecticut, RFC is now located in Kentucky. Our consultants have worked in every region of the United States and have some experience with global sites.

2. Request References

Any company, regardless of the niche, needs to offer references for its services. And this becomes even more important with HR agencies.

Getting past clients to vouch for RFC shows that we have dealt with them fairly. This is important when dealing with sensitive issues such as HR responsibilities, we handle confidential information about employees and pay systems.

3. Expect An Action Plan

Every HR agency has a plan for what they will execute for your company. This is a mandatory step that you cannot skip.

When you are in talks with Randi Frank Consulting to serve your company, you need to keep this as a top priority. Our project specifications will give you insights into what we plan to deliver, and how it will be done. We have prepared many proposals which outline all these issues.

It also lets you scrutinize and make changes to processes that you think will not help your business or fit with current demands.

Getting your company’s action plan means a more transparent and customized process, including timetables and estimated costs.

4. Understand Our Strengths And Services

Like every company, RFC has its unique strengths and services. As someone who’s hiring our services, you need to be aware of these.

We clearly outline what we’re good at and can deliver for your business.

You can also get a broad idea of our capabilities when you read through our website and blogs.

These are important because you need to understand how we can help your company. We will be upfront about any services that we feel are outside our domain, and often can link you with appropriate resources.

5. Opt For Our Domain Experts

HR responsibilities are a demanding subject for most companies. It makes sense to want the experts to handle it.

And this is especially true when you consider your business is in a specialized niche. Your requirements differ from the norm, and you need consultants that can provide you with these services.

Our past engagements give you an idea of the diversity of our client experiences. Human Resource functions do have basic similarities across industries and company sizes. Most companies have a mix of professional, technical, operational and administrative employees. Labor laws typically apply to any industry, with some specialized exceptions. Our experts in recruiting, compensation, training and policy development have skills that are transferrable.

6. Check Our Credentials And Certifications

HR consultants handle a lot of sensitive data and metrics from your company. As a business, these are internal documents that cannot be shared with your competitors.

Randi Frank Consulting is comprised of highly credentialed professionals, possessing advanced degrees and certifications. RFC is a certified Woman-Owned Business.

We foster long-term business relationships and work to manage the right expectations. We can also conduct one project at a time so you only pay for services received.

7. Scrutinize Trust Levels

This is perhaps one of the more difficult tasks for choosing the right HR company to trust.

The trust factor is everything in a niche like HR consultancy. We maintain strict confidentiality and are impartial.

RFC has an impeccable reputation and is free of any history of legal challenges.

We take pride in our ability to apply critical thinking skills to every situation, and do not engage in internal politics. There are no hidden agendas.

8. Our Fees Are Moderately Priced

We charge a competitive hourly rate and are transparent about the estimated project time.

We propose fair bids and avoid situations that could compromise our high standards.

As a small business, RFC understands first-hand the need to carefully manage costs.

There are times today when your ability to take up a Human Resources project depends on your available resources.

For growing companies, it is difficult to free up busy staff members. One reason is that they are focused on daily tasks and priorities, such as payroll, employee requests and appraisals.

This becomes an issue when they want to expand and take up more projects. The solution would be to hire specialist HR consultant agencies.

They can take the brunt of the load, leaving your team free to work in their areas of expertise. Let’s take a look at a few advantages HR consultants can offer your business.

1. Quality Deliverables

This is the most obvious benefit of hiring HR consultants. Your company can focus on core functions, and consultants assure quality outcomes.

Your time is not focused on managing the project; you only need to be available for questions and updates. An HR consultant has vast experience in the niche.

You can count on them when engaging with a difficult or complicated issue. They will bring their experience to the table. This results in a more comprehensive and objective analysis.

They can highlight problem areas and help generate creative solutions. And not just that, they suggest effective implementation strategies.

2. Extensive Capability

An experienced HR consultant has a lot of exposure to employee policies and programs. This means they can offer much better insights into a HR policies regardless of the niche.

Comparatively, they can outperform in-house teams consistently. One reason is that they’ve been working on similar projects for several years.

Another important reason is they have specialists on their team, in areas such as recruiting training, compensation and employee relations. These resources can offer tangible and actionable advice to your company. They can elevate your company’s Human Resource functions with minimal effort.

3. Minimizing Risks

If you are growing your business without solid human resource practices, you are risking turnover and labor law violations.

Labor markets are competitive today due to several factors. As a growing business, there is a lot of risk when you fail to keep your human resource practices up to date.

An HR consultant can identify the risks that are common in a niche. This is because they have the knowledge and the experience to ensure the safest route to take.

This is crucial today, especially in the aftermath of a global event like a pandemic. The key to a stable workforce is to ensure that risk is minimized, and rewards are maximized.

4. Better Knowledge

The average HR consultant has had a diverse range of clients over the years. They have much better exposure to labor issues and can lend this experience to your company.

Employee expectations are a much more complex than years ago. You need experienced hands to navigate your company through generational differences and new labor laws.

The decisions you take are critical to your business, and it helps to have an expert perspective.

This is precisely what HR consultants offer. They enable you to focus on your ROI and improving business. You get a powerful ally who can help you make effective decisions.

5. Cost-effective Option

One reason that companies do not expand their human resource’s function is because of cost. Also, management may not be able to calibrate what level of HR expertise they need in-house.

The solution would be to opt for an external HR consultant. Engaging them works out to be a lot cheaper than hiring a team for your company, in the short term. They can provide you with a blueprint for expanding your HR function as your business grows. Randi Frank Consulting can do one project at a time so you don’t have to pay on a monthly basis

6. Fewer Chances Of Errors

As a company, errors are something that is unavoidable regardless of how good you are. This might be due to a lack of experience or not having enough people to validate results. But this is something that you don’t have to worry about with an HR agency.

An HR agency is a collection of experts and specialists who are really effective at their jobs. And they also have an extensive validation process that roots out errors.

This significantly decreases the chances of mistakes in your engagement when hiring them.

7. Utilize Your Core Skills

As a company, it is important to focus on your strengths to achieve success. However, today’s businesses require support from a strong human resources function as well.

For most small businesses, this is something that they will have difficulty with. They need to focus on their core team to get results. But they can’t ignore the HR side of it either.

A full-service HR company can take the load off your shoulders. They can take responsibility for developing processes and recommending practices, leaving your team free to focus on core execution.

8. Effective Execution

Running a business is not an easy task, even for a team of people. There are several aspects that you need to pay attention to.

When you engage a professional HR consultant, they can give you a turnkey experience.

You only have to let them know how you want the activities to progress, and they’ll take care of the rest. At Randi Frank Consulting we collaborate with management teams to identify project objectives, gather data, make recommendations, guide decisions and create implementation plans.

This lets your team focus on what they do best rather than worry about areas outside their core skills. It also frees up communication channels by reducing back and forth management emails and calls.

Human Resources is an essential function of a company of any size. HR gets everything people-related done in a company. This could be anything from hiring to employee grievances.

Solid HR practices maximize your company’s performance, improving profitability.

But smaller businesses may not have the capacity for specialized HR services. This can result in turnover, poor customer service and reduced production.

The solution is to approach other HR services agencies which can help you with this. Let’s discuss some reasons why HR services are integral to a company’s functioning.

1. Getting The Top People

The primary goal of any HR team is to get the right people on board the company. But if you have a team that isn’t experienced, this step can be difficult.

Getting the right people interested in a company is not an easy task. Employees today have a lot of options in the market. Their demands have also gone up significantly over time.

To convince someone to sign up for a company is a specialized function today. Smaller companies may not be able to hire an experienced HR team. This could be due to a lack of capital or time.

The solution would be to get a specialist HR agency to help them fill their positions.

2. Improved Negotiation

It is in the company’s interest to draw in talent at the optimal pay package during the hiring process.

Unfortunately, many smaller companies are not able to leverage their brand power to negotiate with the applicants.

This is when an HR services agency can help you with the process. They can improve the negotiation process and get a suitable candidate for a great deal less.

And this is important for smaller companies because they might not have a huge budget. And every little money saved could be put to better use.

3. Better Onboarding Experience

Every employee has expectations about the company they choose. And this can be difficult to fulfill when it comes to smaller businesses.

They might not have the expertise or the financial ability to make a memorable onboarding experience happen.

This is why an HR agency needs to get involved with the onboarding process. They can engineer it to make it appealing and professional to the applicant.

Another important point is that HR agency specialists have a finely tuned approach to onboarding. This can help with a better brand image and employee retention in the long run. See other tips about Onboarding

4. Orientation And Training

Finding the right candidate is only half the job done. After the hiring process, you need to make sure that the candidates can fulfill their roles effectively.

This means getting the right training process in place, which facilitates their learning. But at the same time, it needs to be cost-effective enough to run consistently.

Orientation is another huge step when you are getting the employees into your company. You need to make sure that they understand the company’s values and brand image.

There might be specific things you need to address when it comes to company policies and privacy issues. All of these are taken care of in this step.

5. Cost-effective

A lot of people think that HR consultants are expensive to hire. But the truth is they are often wise investments for small businesses.

The reason is that management needs to focus on core operations. Ideally, this means there is not much left for HR functions.

Simply hiring an HR team for the sake of having one will not give you good results. They need to have credentials specific to your company’s evolving needs.

All this can be a lot of responsibility that smaller companies may not be positioned to handle, not to mention the fixed labor costs.

Hiring HR consultants can offer lower overheads over time and deliver consistent results.

6. Manage Compliance Issues

Compliance forms a huge part of employee policies and practices. Different locations have their own specific rules you need to abide by.

If you are a growing company with multiple offices in several locations, keeping track of this can be complicated and exhausting.

On the other hand, HR agencies already have their policies ironed out and ready to go. They understand different compliance policies and can offer you valuable advice.

Labor laws in some places can be strict. If you’re not paying enough attention, you might end up facing legal issues.

This is something that you don’t have to worry about with specialist HR agencies.

7. Stronger Employee Retention

All companies, big and small, face attrition because of the competitive market. The problem with smaller organizations is that losing key talent is highly disruptive.

Attrition can occur due to many factors. It could be a lack of employee satisfaction or lower wages. It can be difficult to ascertain unless you have access to credible HR data.

As a small business, this is a luxury that you can seldom afford. The solution would be to opt for more experienced players in the HR niche.

And this is what you get when you hire HR specialists. They can analyze and get to the bottom of whatever the problem is. And not just that, they can offer you actionable solutions as well. Contact the Randi Frank Consulting Team for your various HR needs.

When it comes to businesses today, there have been changes to several parts of the pipeline. Back then, it was optimal to have everything, including hiring, under one roof.

This made sense because the requirements were far simpler back then. There wasn’t a lot of competition either. It offered businesses a degree of control, and it was the norm for many years.

But today, the tides are turning. Jobs are getting more specialized, and hiring is becoming a lot more difficult. This has necessitated the need for business consultants for companies.

Let’s take a look at how you can benefit from having consultants as part of your business.

1. Operations Are Easily Scalable

One of the most advantages an HR business consultant offers is the ability to scale quickly. This is important given that successful businesses can sometimes grow rapidly.

The problem with growth is that they need to hire core and HR members for their team. This can result in bad hiring practices, which can hamper growth.

The solution would be to get specialist help in this area. HR Consultants can help you scale your hiring through the effective use of their expertise.

The advantage is they don’t interrupt core business functionalities. They also have fewer overheads than hiring more HR members.

2. Simpler Termination Process

When you hire people, there are a lot of issues that you need to commit to. This makes it difficult to downsize the team when there is a glut or downturn in the market.

This is not a problem with hiring an HR business consultant agency. They have a dynamic allocation of their services which means you can choose when you need them.

And if you don’t need their services, you can easily opt-out without any fuss. This makes them a great option to try when you are under pressure

3. Independent Advice

A problem with getting advice from internal teams is that they might be subject to some amount of bias.

Employees interact with each other on a daily basis. To expect your team to be unbiased concerning team changes might be difficult.

An HR consultant team can offer you independent advice by looking at documents and data, as well as conducting objective interviews. They also have much more expertise in interpreting information using organizational principles. This results in a broader assessment.

They can also get this done in a much shorter period, saving you money in the process. You don’t need to wait around for actionable advice.

4. Bring Diverse Experience

One difference between in-house teams and consultants is the level of diverse experience. In-house teams have limited exposure to niches other than their own.

This means they have limited flexibility in this area. Hence are not able to come up with more creative solutions.

Fortunately, an HR consultant agency has vastly improved exposure when compared to these teams. They can apply what they’ve learned over many engagements to your organization.

This results in a more cohesive campaign that produces much better results quicker. This is a much more optimized solution when compared to in-house teams.

5. Cost-effective And Simple

With lesser margins and highly competitive markets, businesses are finding it difficult. Achieving goals has become an ordeal. The result of this is increased focus on ROI.

Companies are trying everything they can to reduce overheads and improve profitability. Sometimes this results in cutting out vital areas leading to disastrous results.

The solution would be to hire HR consultants for your business. They can help you with your business but at considerably less ongoing labor costs.

There are no elaborate hiring processes or additional waiting periods. These are things that are normally associated with getting new people in. All you need to do is sign off on a contract and get started on it.

6. Creative Solutions To Problems

Another benefit of HR business consultants is their out-of-the-box solutions for work.

If you have an in-house team that is struggling, the need of the hour is to get consultants on board.

They can optimize and streamline any related pipelines to ensure better performance and throughput. One reason they’re able to do this is their experience with various niches.

Since they are not limited to a specific domain, they have more learnings than in-house teams. This lets them come up with unconventional solutions and options on how to handle issues.

7. More Credibility

HR business consultants these days have a lot more credibility in specific niches compared to general management. These include labor laws, recruiting standards, employee development, compensation programs, and management training.

Opt for a trustworthy and experienced HR consultant agency for your business. They can help you get the right talent as quickly as possible, conduct studies and projects, and reinforce skills in your management team.

An HR consultant team can work collaboratively with your existing team and provide deep expertise. It improves overall effectiveness and responsiveness. Contact Randi Frank Consulting and her team for expert HR advice. [email protected]

Today the concept of management services has changed and for the better. With improved connectivity and better methods, HR consultants have become an integral part of several organizations.

Hiring is a much more complicated task today. And because business is competitive, there are times when you need to opt for extra resources. This has prompted the growth of management services, including recruiting, policy development, compensation programs and training.

Here are a few ways HR management services can improve your operational ability.

1. Process Refinement To Improve Efficiency

With a saturated market and high competition, today’s market has changed. Businesses are looking to eke out every last advantage they have.

Operational efficiency has become a key goal across all types of businesses. You need to ensure that your organization is as efficient as possible. Even when it comes to your employee systems.

This is easier said than done because many factors affect efficiency. This includes non-billable work and a general lack of process structure.

This is where HR management services can help your company out. They can streamline your process and methods, including hiring and personnel policies. This results in smaller overheads, more profitability, and greater risk management, as labor laws are constantly changing.

2. Supporting Resources

In any organization, there needs to be an adequate support framework for employees. The lack of one can end up being detrimental for the company.

The key to optimizing your support staff is to ensure that you have HR tools in place. These are needed to ensure employees have easy access to policies, forms, job descriptions and records.

The problem here is that these support functions can be a bit much, especially in a growing company. Rather than waste more time on hiring people, you can get HR consultants to work on this problem. Randi Frank Consulting (RFC) can deliver a wide range of HR services and projects.

RFC ensures that your core team is not ‘recreating the wheel’ each time an employee or organizational issue presents itself.

3. Employee Time And HR Workload Management

When it comes to company operations, time and workload management can become overwhelming. This is especially true if your company’s growth is on the upswing.

You must have an HR framework that has experience with handling people and process. They also need to have the expertise to opt for creative solutions that have been proven in real-time.

Also, when you opt for an HR Consultant, they can give you an independent assessment. They will not be biased and give you a much clearer picture.

They can also point out anomalies when it comes to workload. Some employees might be overbooked with work which can lead to burnout. High performers are more likely to get to a point of exhaustion, as they are determined to excel in every situation.

4. Better Hiring Strategies

An area that a lot of companies lose out on when it comes to getting the right talent is optimal hiring strategies. Hiring right is a process that can be tough if you don’t have the right aptitude for it.

There are several reasons for hiring failures. Outdated hiring methods, not using technology, or overlapping hiring processes are a few.

If you are not finding the right candidates, you have a hiring problem. HR Management services agencies can help you strategize and get the right people.

An HR agency can help you overcome this issue through its expertise in hiring solutions. They can also help with your HR team’s workload by shouldering responsibilities and lending an extra set of capable hands. See previous blog on recruitment

5. Performance Management

One area where a lot of companies fall short is setting goals and measuring performance. Departmental and team goals need to translate to expectations at an individual level.

Training managers to provide ongoing performance feedback and hold difficult conversations is something Randi Frank Consulting can introduce into your company’s culture.

In general, appraisals should not surprise employees. Clarity about job responsibilities and an open avenue for reassessing working conditions leads to a healthy give-and-take between managers and employees.

Again, this is something that is right up an HR consultant agency’s alley. Randi Frank Consulting can provide a straightforward performance process and coach managers on the benefits of frank communications.

The City of South Fulton Seeks Dynamic CFO/Director to Lead Our Robust Finance Department

The City:

Situated within a drive of 15 to 20 minutes to Atlanta and Hartsfield International Airport- the world’s busiest – The City of South Fulton is home to nearly 120,000 people. It represents the best of all worlds from bustling business districts to sprawling, rural scenes. Incorporated on May 1, 2017, South Fulton is the fifth largest Georgia city in population. The city is one of the best-educated and most affluent in the south metro Atlanta area.

The City of South Fulton is governed by a mayor and seven-member city council representing individual districts. These elected officials set policy, with a city manager directing day to day operations through an experience staff of about 500. The City Manager appoints the CFO/Director of Finance.

General Description of Position:

The position reports to the city manager. The Finance Director is responsible for four divisions, which manager administration; operating and capital budget; cash management and treasury; general accounting, debt administration; internal audits; grants administration; implement cost controls and financial policies; forecasting and reporting financial status; purchasing; and occupational tax collection.

Qualifications for Position:

The qualifications required would generally be acquired with a bachelor’s degree in accounting, business or public administration or related field from accredited college or university; supplemented by a minimum of ten years of progressively responsible government financial management experience with a minimum of five years of senior management experience or supervisory role. Knowledge of government accounting, fund accounting, GASB, bond markets, treasury, cash management, budgets, purchasing, working with government boards, excellent presentation skills, etc. or an equivalent of education, experience and knowledge, skills and ability to meet the job responsibilities. Preference is given to candidates with MPA, Masters Level education, and CPA and GFOA certificates. Special Requirements: Must have and maintain a valid driver’s license, and be able to pass a background report.              

Compensation and Application Process:

Open and competitive starting salary DOQ – Starting Range is – $112,000 minimum – $138,500 midpoint. Excellent employee benefits – contact Ms. Frank for more details on benefits.

City of South Fulton is an AA/EOE employer             

More information is available on the website: https://www.cityofsouthfultonga.gov/

If you are interested in this outstanding position and you want to be considered, please mail or email your resume and cover letter to Ms. Frank.  Top candidates will be asked to complete a questionnaire. Early applicants will have more time to prepare responses. Position open until filled with first screening Aug. 27, 2021.  For more information about the position and/or the recruitment process you are invited to contact – Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. Or Bob Slavin at [email protected] 

For full profile and details about position click here

Overview of Richland County and it’s economy

Evolving into an entrepreneurial hub, Richland County is home to South Carolina’s capital city of Columbia, the University of South Carolina’s main campus (drawing thousands of students each year) and Fort Jackson, which is the Army’s largest and most active initial training base which brings 100,000 soldiers and their family members to the local area each year. In the midst of a renaissance, the City’s downtown area is enjoying the recent revitalization of Main Street along with the new BullStreet District, featuring state-of-the-art office space and Segra park where the Columbia Fireflies play baseball. In fact, according to CBRE’s 2020 Tech Talent Report, Columbia, SC, ranks 9th in the US for “The Next 25 Markets.” Richland County offers a thriving, talent-oriented, young community with the economic opportunity and quality of life to attract and retain talent for years to come.

General Description of Position

The County Attorney is appointed by and reports to the County Council (11 District Members elected every four years on rotating basis). The County Attorney serves as the legal representative and chief legal advisor responsible for directing and providing comprehensive legal services to the County Council, all County departments, agencies, and institutions on assigned litigation and business matters; to provide highly responsible and complex administrative support to the County Administrator and County Council; and to perform related professional, administrative and supervisory work as required. See Profile for more details.

Qualification for County Attorney

Requires Juris Doctorate from an accredited law school. Must be licensed to practice law in South Carolina, including federal and state courts, and be a member in good standing in the S.C. Bar Association. May be in the process of obtaining South Carolina license if within 2-3 months of approval.

Requires a combination of ten (10) years of legal experience in litigation, government, regulatory law or any equivalent combination of education, training and experience that provides the requisite knowledge, skills, and abilities for this job. Preference will be given to candidates with 3-5 years of local government attorney experience and 2-4 years of management experience in an Attorney’s office. Valid Driver’s License required.

 Compensation and Application Process

Open and competitive starting salary Depending on Qualifications (DOQ)

Excellent employee benefits—sample of benefits listed below:

à Health benefits for employee and family (plus dental & vision)

à South Carolina Retirement System (pension plan),

à Copy of Employee Benefits Manual Available

à Relocation expenses and other benefits as may be negotiated.

County of Richland is an AA/EOE employer & encourages diversity

More information is available on website: http://www.richlandcountysc.gov/

If you are interested in this position and you want to be considered for this great opportunity, please email your resume and cover letter to Ms. Frank and Mr. Slavin. Top candidates will be asked to complete a questionnaire so early applicants will have more time to prepare responses. Position open until filled with first screening June 13, 2021. For more information about the position and/or the recruitment process you are invited to contact either Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. or Bob Slavin at [email protected] (770) 449-4656; For copy of profile with more details email us.

Please see here for full profile.

Starting Salary DOQ – Salary Range $136,239 – $163,489

The City of Stamford is seeking a highly motivated and experienced professional to manage and direct all matters pertaining to the traffic functions of the City, in accordance with the City Charter. The position of Bureau Chief of Transportation, Traffic and Parking is a highly responsible managerial and administrative position, working collaboratively with various stakeholders, is responsible for the day-to-day activities of the department, which includes analysis, planning, execution and administration of site and construction plans and programs to enhance safety and operations for the City’s multi-modal transportation functions. The Director of Operations shall appoint the Bureau Chief, Transportation, Traffic & Parking.

The ideal candidate must be a visionary leader who possess exceptional skills in transportation and infrastructure systems, complete streets planning, coordination of transportation construction projects, and in the development of municipal construction projects Thorough knowledge of the principles and practices used in the preparation and exploration of plans and specifications is essential, as is the ability to develop strategic plans, seek and apply for grant funding for transportation initiatives, establish policies and programs and communicate clearly and effectively in public meetings, and in writing. Must have solid leadership, management, and decision-making skills. The position will direct Traffic Engineering and Analysis, as well as be responsible for the day-to-day operations of the parking division, managing municipal on street parking, as well as multiple parking structures and lots. As well as, the Signs and Lines division, overseeing all traffic engineering and operations, and managing a state-of-the-art Traffic Operations Division for the city’s 211 traffic signals.

The position is responsible for budgetary oversight of the City’s Parking Fund. The candidate should have considerable knowledge of state and federal grant opportunities/requirements; have the experience and the ability to respond persuasively to grant applications; and, have budgetary oversight over such grants.

Qualifications: Graduation from an accredited college or university with a minimum of a Bachelor’s Degree in Civil Engineering/Traffic and Transportation planning or a Bachelor’s Degree in Planning, Municipal Planning, Urban Planning, or Business Administration and seven (7) years of progressively responsible experience in traffic and transportation engineering and/or transportation planning including at least four (4) years of managerial experience. A Master’s degree in the educational areas listed above may be substituted for one (1) year’s work experience, or equivalent combination of education and experience.

Stamford is an AA/EOE employer

If you are interested in this position and have questions, please contact Ms. Frank (at [email protected] 203-213-3722 or see detailed profile on website www.randifrank.com) before applying. To apply now for this great opportunity please go online to Stamford HR jobs site to send your cover letter and resume to

Ms. Rosemarie Frager, Human Resources Division City of Stamford
888 Washington Blvd. – P.O. Box 10152
Stamford, CT 06904-2152
Phone: (203) 977-4068   FAX: (203) 977-4075 [email protected]

https://www.stamfordct.gov/human-resources/city-jobs/pages/city-job-postings

Position will remain open until filled. The City is anxious to fill the position as soon as possible, so a quick response is strongly recommended. Ms. Frank will screen resumes as they arrive. Professionally qualified applicants will immediately be asked to complete a comprehensive supplemental questionnaire. Therefore, early applicants will have more time to complete the questionnaire.

Please see here for a full profile.

Open and competitive starting salary DOQ—Salary Range is $156,000 to $219,000

Description of MDC

The District was created by the Connecticut General Assembly in 1929 and operates as a special charter municipality corporation of the State of Connecticut as amended (the MDC Charter). The Metropolitan District Commission (MDC) has played a preeminent role in the Capital Region providing safe, pure drinking water and sewer services to towns in the Greater Hartford Metro Area. The member municipalities incorporated in the District are the City of Hartford, and the Towns of Bloomfield, East Hartford, Newington, Rocky Hill, West Hartford, Wethersfield, and Windsor.

Summary of Job Description

Purpose—This is a highly responsible financial executive position responsible for managing the District’s financial functions including: financial plans, controls, and reporting; management of various funds; directing budgeting, accounting, and auditing; management of treasury, cash investments, insurance and debt. Work requires thorough knowledge, skills, and ability in all phases of executive level government financial management through the supervision of three division heads. Reports to the Chief Administrative Officer, works closely with the Chief Executive Officer and a members of senior management team. Prepares financial reports and presentations for the District Board and the following committees: Audit, Personnel and Pension, and Insurance committee, Finance Board.

Qualifications for Director of Finance/Chief Financial Officer

The qualifications required would generally be acquired with a bachelor’s degree in accounting, business or public administration, supplemented by a minimum of ten years of progressively responsible government financial management experience with a minimum of four years of senior management experience. Knowledge of Government Accounting, fund accounting, GASB, bond markets, treasury, cash management, budgets, working with government boards of directors, excellent presentation skills, etc. or an equivalent of education, experience and knowledge, skills, and ability to meet the job responsibilities. Preference given to candidates with MBA, Masters Level education, and CPA and GFOA certificates.

Compensation and Application Process

Open and competitive starting salary DOQ—Salary Range is $156,000 to $219,000

Excellent employee benefits:

• Life Insurance = to salary, 13 holidays, short term disability ins., sick and vacation leave, etc.
• Health benefits for employee and family; including dental –H.S.A. employee premium =16%
• MDC Pension Retirement (employee share is 7.5% and 1% for OPEB benefits-10-year vesting)
• Optional Employee-Deferred Compensation Program

MDC is an AA/EOE employer

More information is available on website: https://themdc.org/

For a copy of Job Description, Budgets, Audits, and Financial Policies please email Ms. Frank at [email protected]

If you are interested in this outstanding position and you want to be considered, please mail or email your resume and cover letter to Ms. Frank.  Top candidates will be asked to complete a questionnaire. Early applicants will have more time to prepare responses.

Position open until filled with first screening April 5, 2021.
Click here for detailed profile about position.

NASHVILLE ELECTRIC SERVICE – NES EXECUTIVE SEARCH FOR: Vice President & Chief Information Security Officer-CIO

The Nashville Electric Service (NES) is searching for a CIO (Reports to Exec VP & CFO):

• Who can be a Leader with technical knowledge and a track record of managing an Information Technology Department. 
• The next CIO should be able to be a strategic planner and then have experience implementing strategic plans for organizations. 
• The CIO should be knowledgeable to challenge the existing team of 5 high level division heads and 85 contracted IT staff. 
• A manager who can implement IT changes and new systems and applications to improve the organization. 
• Must be able to ensure the security of the Nashville Electric Service and all its infrastructure. 
• Develop a Vision for the department and make it happen.

Outline of Responsibilities for Vice President and Chief Information Security Officer

• Plan, administer, organize, coordinate, approve and control functions relating to information systems, computer operations, telecommunication, and security systems.
• Manage contracts for outsourced IT Staff.
• Provide and develop overall guidelines for department functions, services, and staff.
• Develop annual work plans, staffing, and budget for information system projects and operations.
• Develop, monitor, and maintain effective internal controls.
• Determine technical environment to be used including hardware, database software, software develop and testing tools, etc.
• Keep data and networks secure from attacks and other disasters. Implement security functions and oversee security training, Monitor cyber security efforts and emerging security treats in the electric industry.

Qualifications for Position: Bachelor’s degree from an accredited institution in information systems, technology, business or appropriate degree. Eight years of management experience in information systems, telecommunications, management information systems with a preference for utility/electric experience. Must have a comprehensive knowledge of information systems, computer operations and telecommunications techniques, theories, and practices. Proven ability to meet the needs of the position as listed above in a professional manner including analysis, decision making, and oral and written presentations.

Application Process

The Nashville Electric Service has asked Randi Frank Consulting, LLC to assist in reaching out to additional candidates. The Consultant will review resumes and cover letters and forward the top candidates to the Executive Vice President & CFO for additional review via phone or video and then the Top Candidates will be called in for a face to face interview with the President/CEO and Management Team ( VP Engineering, VP Power Systems, VP Transmission & Distribution, VP General Counsel, and VP of Human Resources). The next VP Chief Information  Security Officer will be appointed by the President/CEO and Report to Executive VP/CFO.

Salary Range of Position-Minimum $180,000, Midpoint $225,000, Max $270,000

If you are interested in this exciting information systems leadership position, please submit your Resume and Cover Letter immediately to: Ms. Randi Frank, Randi Frank Consulting, LLC., [email protected].  The cover letter should answer the following questions:

1.      Description of your past leadership and mangement roles of a large IT/IS Department.

2.      Description of your past experience developing a vision/strategic plan for IT/IS and your implementation of those plans.

If you have questions about the position feel free to contact Ms. Frank at 203-213-3722 or email her at [email protected] for additional information packet that includes benefit package, job description, NES budget, Statistics about customers and system, job descriptions of subordinates, organizational charts.

Town of East Hartford, CT

This position provides an excellent professional opportunity to work with a professional management team.

East Hartford is located on the Connecticut River with over 600 acres of park land and next to the State Capitol Hartford and within one to two hours to NYC, Boston, Ocean and Mountains. East Hartford was founded in 1783 and has an approximate population of 52,000 and is 18 square miles. The Town is home to Goodwin University and United Technologies’ Pratt & Whitney recently expanded facility.

The Town of East Hartford operates under a strong Mayor form of government. Accordingly, the Mayor serves as the Chief Executive/Elected Officer for the Town. The current Director of Health is retiring after 12 years in the position and 40 years with East Hartford. The Director of Health & Social Services is appointed by the Mayor and plans, organizes, administers and directs the operations of the Health & Social Services Department in the functional areas of public health nursing; sanitation/environmental issues of housing/property and septic systems; health inspections of food establishments, pools, daycare facilities, etc.; communicable diseases and pandemics; emergency preparedness; services to families in need and administration of WIC program. East Hartford is part of regional Metropolitan District Com. that provides water and sewer to most areas of the town. See profile for more details on job responsibilities.

For more information about the Town of East Hartford and the Health Department see their website https://www.easthartfordct.gov/

QUALIFICATIONS:

Education, Training and Experience:

The qualifications required would generally be acquired with a Master’s Degree in Public Health (MPH) from an accredited institution of higher learning or MD and over 6 years increasingly responsible public health work experience including 2 years in a supervisory/administrative capacity; or any equivalent combination of education, training and work experience. Minimum requirement MPH & work experience in a Public Health Dept.

Special Requirements:

Must have and maintain: Valid Driver’s License; Registered Environmental Health Specialist (REHS) or Registered Sanitarian (RS) preferred/desired.

Be eligible to meet the minimum credential requirements set forth under CT General Statute 19a-200 for appointment as Director of Health.

The beginning salary for the position is negotiable based on qualifications and experience with excellent Town employee benefits. The position will remain open until filled with the first resume screening scheduled for August 20, 2020 To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Ms. Randi Frank at [email protected]

For more information about the position and/or the recruitment process you are invited to contact Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722, or Bob Slavin at [email protected] (770) 449-4656; or See our websites for detailed profile or email us.

The Town of East Hartford is an AA/EOE Employer

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Click here for the newest video from Randi Frank Consulting, LLC on this topic and see the link to more information at https://randifrank.com/category/hr-tips-techniques/hiring-tips/tips-on-job-descriptions/

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This position provides an excellent professional opportunity to work for a supportive Board of Commissioners and with a high quality professional management team.

Danville is located on the southern edge of Kentucky’s famed Bluegrass Region, 35 miles southwest of Lexington. The City covers approximately 15.09 square miles and is a thriving community of 16,690. Danville is blessed with an abundant water supply, highly efficient roads and infrastructure and a well-educated citizenry. The City is home to Centre College which was founded in 1819 and is now among the most prestigious small liberal arts colleges in America. As the County seat for Boyle County and home to the areas major governmental, healthcare, educational and retail amenities, Danville is the business hub to a five (5) county, 100,000+/- population region. Danville’s cost of living is very reasonable.

1The City of Danville operates under a Commission/Manager form of government. Accordingly, the Mayor is directly elected and serves, participates and votes as a member of the City Commission. Four Commissioners are also elected at-large and with the Mayor constitute the Board of Commissioners. The Mayor serves for four years. The four Commission members serve two-year concurrent terms. All are elected on a nonpartisan basis. The Board of Commissioners appoints a City Manager who is responsible to the Board as the chief administrative officer for the City. This individual is a professional who is employed to advise the Board and to run the operational affairs of the City on a day-to-day basis.

Danville provides a full array of municipal services. Departments include Information Technology, Finance, Engineering (includes Public Works), Codes/ABC/Parking, City Clerk, City Attorney, Human Resources, Police (includes the 911 Center), Fire, Utilities (Water & Wastewater) and Administration. Planning & Zoning, Economic Development and Parks & Recreations services are provided through city/county appointed boards. The 2019/2020 City budget totals approximately $46.4 million. Danville employs approximately 150 FTE’s. For more information about Danville, visit http://www.danvilleky.org/. The current city manager is retiring after 8 years of service in Danville and 35 years in total.

Minimum requirements include an undergraduate degree in Public or Business Administration or closely related field combined with at least 5 years of increasingly responsible public management experience with preference for municipal management experience. A Master’s Degree in Public or Business Administration is preferred. ICMA Credentialed Manager status is a plus and preference will be given to experienced town/city managers, assistant town/city managers and department heads from jurisdiction of comparable size and complexity to Danville and whose experience includes utilities. Valid driver’s license required. Must have expertise in budget and finance, intergovernmental and community relations, redevelopment and economic development. The successful candidate will be politically astute, have exceptional interpersonal skills and enjoy community involvement. He or she will clearly possess and apply superior management and leadership abilities

The beginning salary for the position is negotiable based on qualifications and experience. Residency within the City of Danville is required within a reasonable time. The City will provide relocation assistance. City benefits are excellent.

The position will remain open until filled with the first resume screening scheduled for July 20, 2020. To be considered for this highly attractive professional opportunity, please email your resume and cover letter to Slavin Management Consultants at [email protected].

For more information about the position and/or the recruitment process you are invited to contact either Bob Slavin at [email protected] (770) 449-4656; or Randi Frank at Randi Frank Consulting, LLC [email protected] (203) 213-3722. Click here to see profile on position and more details about the opportunity