Director of Human Resources, American Urological Association

Pillar Search & HR Consulting is proud to partner with the American Urological Association (AUA), the premier association for the advancement of urologic patient care, on their search for the Director of Human Resources. This is an ideal opportunity for an experienced human resources leader skilled at leading a team and working with the c-suite to execute an organization’s mission.


About the American Urological Association:

Founded in 1902, the AUA is a premier urologic association, providing invaluable support to the urologic community. The AUA’s mission is to promote the highest standards of urological clinical care through education, research and the formulation of health care policy:

  • Education: For more than a century, the AUA has stood at the forefront in developing innovative, evidence-based quality education for urologists and urologic health professionals worldwide—throughout all stages of their careers. Through its Annual Meeting and other educational offerings, the AUA sets the highest standards for urology education worldwide.
  • Research: The AUA is committed to supporting urologic research through funding, advocacy and scholarly exchange. The AUA is a leader in helping to identify gaps in knowledge and communicating urology research needs to key constituents at the federal level. The AUA’s Research Scholars Program has provided support to young urology researchers for more than 40 years, and the AUA—through its Annual Meeting and other educational offerings—provides the global urology community opportunities to present, learn and share news of discovery and advancement.
  • Advancing Urology Through Advocacy: The AUA is a leading advocate for the specialty of urology and maintains a consistent presence in Washington, DC, working with lawmakers and regulators to promote and preserve the interests of urologists. The AUA has a long history of challenging legislation and regulation that negatively impacts a urologist’s ability to provide quality patient care.


Pillar's New Search


About this exciting opportunity:

AUA seeks a self-starter of the highest integrity who has the proven ability to demonstrate effective leadership in HR. The Director of Human Resources reports to the Chief Executive Officer, and will work in the Linthicum, MD headquarters office. The Director:

  • Develops and implements human resource strategy
  • Develops, researches and writes policies and programs
  • Provides strategic thinking and direction to the organization
  • Oversees HR staff and all human resource activities, such as employment, compensation, employee relations, benefits, recruiting, training, and employee services for a not for profit with over $200 million in assets and 160+ FTE’s; complies with regulatory requirements and studies new and existing legislation.


About the ideal Director of Human Resources candidate:

  • Experience holding the senior-most HR role within an organization.
  • Skilled at leading and managing a team of experienced HR practitioners.
  • Master’s degree in HR, business administration or equivalent (ten years) related experience.
  • Ten years in an executive management role.
  • Effective leadership communication skills from staff level to board of directors.
  • Proficient computer, organization and presentation skills.
  • Ability to develop strategy, implement changes and advise management.
  • Analytical skills to perform research, implement solutions, manage special projects, problem solve, anticipate and plan for change.
  • Expertise in regulatory HR issues, policy development and training and enforcement of internal policies.
  • Ability to mentor and supervise staff, to serve as an organization role model and to develop professional relationships.
  • HRCI, SPHR or PHR certification desired.


The Director should also have the following skills and attributes:

  • A proven strategic thinker who can develop, research and execute AUA’s policies and procedures.
  • A strong commitment to the services provided by HR.
  • A proven track record of being able to work and collaborate with individuals from entry level staff to Leadership.
  • Excellent written and verbal communication skills and a proven aptitude for HR programs that will promote AUA’s culture and mission.
  • Mastery of Word, Excel, PowerPoint and other office suite programs.


Benefits & compensation: 

AUA offers a rich total compensation package including competitive salary, medical dental and prescription plans, two-defined contribution retirement plans, flexible work schedules, an on-site fitness center and many more exciting benefits.


For Immediate Consideration: 

Qualified Director of Human Resources candidates are encouraged to email their cover letter and resume to Cindy Joyce, CEO, Pillar Search & HR Consulting, at

Congratulations to Year Up and Tony Williams!

Pillar's Search Success

Pillar Search is pleased to announce the placement of Tony Williams as Associate Director of Partner Relations with Year Up Los Angeles.

Year Up is an award-winning national 501(c)3 organization striving to close the Opportunity Divide by providing urban young adults ages 18-24 with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education. Through a one-year intensive training program, these young adults complete a unique combination of rigorous, hands-on technical and professional skills training, college credit, and corporate internships.

Tony will manage existing partner relationships, facilitating day-to-day interactions between Year Up, interns and corporate partners to create mutually beneficial business relationships. Tony will be responsible for connecting top corporations in need of talent with high-potential urban young adults.
Tony joins Year Up from The Posse Foundation, where he has held the role of Career Program Manager and, prior to joining the organization as an employee, was an Advisory Board Member. Before joining The Posse Foundation, Tony was a Broker with Marsh in Chicago. He earned his Bachelor’s Degree from University of Wisconsin-Madison, where he held several leadership roles.

Hire the best! With personalized service and proven results, Pillar Search & HR Consulting provides retained executive search services for exceptional non-profits and socially responsible for-profit firms. A woman-owned business, Pillar is based in Boston, MA, and works on the national level. To learn more about how Pillar can assist with your search needs, please contact Cindy Joyce at

Pro Bono Nonprofit Job Posting: Reading Partners’s Executive Director, Silicon Valley

Reading Partners is changing the education landscape. We are a leader in working to solve the literacy crisis in our country by leveraging community volunteers in under-resourced schools. Our diverse and expansive volunteer base provides one-on-one tutoring to students twice weekly, and our program is proven to help children master the reading fundamentals they need to unlock their potential as successful, happy and confident readers in school and in life. Our people are our heartbeat and our greatest resource; we are all passionately rallied around our mission to help children become lifelong learners by empowering communities to provide individualized instruction that works. Join our stellar team leading the charge to deepen our impact and expand our service. Learn more about us at


The High Level

Reading Partners was founded in 1999 at the Belle Haven Community School in Menlo Park. Now, Reading Partners operates in multiple states across the U.S. serving more than 8,000 students annually. The Silicon Valley is our flagship region currently serving in 26 schools across three counties: Santa Clara, San Mateo and Alameda.


Reading Partners is seeking a dynamic Executive Director to provide leadership, management, and strategic oversight of the Silicon Valley region. The Executive Director will build and lead a program, development, and administrative team, which include employees, AmeriCorps members, and community volunteers. The Executive Director will also drive expanding fundraising partnerships, and have full bottom line fiscal responsibility for the entire region.


The ideal candidate is a social entrepreneur who has deep connections with the K-5 educational and/or nonprofit sector(s) with state/local officials and philanthropic leaders who can accelerate Reading Partners’ regional program expansion. This person will roll-up their sleeves to lead the region, acting as the primary contact to both internal and external stakeholders.


What you’ll do:

Lead and manage a team of 46 staff and AmeriCorps/VISTA members toward highly successful program implementation, community engagement, and fundraising targets. Oversee growth strategy and all regional business operations.

  • Set and achieve programmatic, fundraising, and other goals aligned with the regional and national strategic plans.
  • Build fundraising and organizational infrastructure and capacity to support future growth.
  • Provide executive oversight of all program operations: compliance, quality assurance, and program efficacy.
  • Oversee all business functions (accounting, HR, IT, legal, etc.), with significant support from the national accounting, HR, and IT departments.
  • Partner with the program director to recommit current schools and recruit new schools to ensure Reading Partners will meet its schools served and wait list targets the following school year.
  • Partner with development and community engagement teams to drive resources to the region.
  • Collaborate with other executive directors and members of the National team to develop and implement a system for sharing resources and best practices across all Reading Partners locations.
  • Participate on one or more task forces or working groups with other executive directors and/or members of national departments.


Strategize and lead all fundraising to exceed regional revenue goal of $2M+.

  • Set, meet, and exceed annual fund development goals in future years to support ongoing expansion in the local area.
  • Cultivate and manage donor relationships across the region to secure monies from government, corporate, foundation, and individual funding sources.
  • Develop and manage the regional board to provide effective local leadership and ambassadorship.
  • Collaborate with development staff and board members to identify, cultivate, and steward potential funders.
  • Work closely with the national grants team to ensure proper implementation of the state or national AmeriCorps grants, and to steward the relationship effectively to continue our strong relationship with all state and national AmeriCorps agencies.


Drive all external relations activities in the region to grow and scale the region.

  • Create and lead a broad coalition of nonprofit, for-profit, and governmental entities to affect students’ reading success.
  • Engage and manage relationships with elected officials and public sector partners (municipal, school board, state, and district staff for Congressional offices) to support the advancement of Reading Partners as a key partner in the educational system in the region.
  • Build and grow relationships with district-level leaders to ensure Reading Partners’ success as a best in class literacy program.
  • Support Reading Partners’ role in the policy dialogue around literacy, education, and national service.
  • Increase organizational visibility and profile in local media markets through the successful creation and implementation of a regional communications plan.
  • Serve as the primary local public spokesperson for Reading Partners, acting as the public face of the organization within the region.
  • Develop strategic partnerships to support Reading Partners’ community engagement and volunteer recruitment efforts.


How you’ll do it:

  • Mission and Culture Catalyst: In order to thrive as a culture leader at Reading Partners, you are highly motivated by Reading Partners’ work and authentically represent this mission externally. You demonstrate a sincere passion for enriching the lives of high need students through literacy development and embody Reading Partners’ mission, core values and approach. You are energized by working amid ambiguity and will bring a patient and solutions oriented outlook to their work. You are a dedicated leader who is strategic and dynamic, with a track record of establishing meaningful and trusting relationships with colleagues and stakeholders. Finally, you bring an understanding of how to partner with schools and serving at-risk youth, ideally within the context of K-5 education.
  • People & Operations Management: Lead, motivate and manage a team of 46 to results, while coaching and developing the capacity of the people on the team. Oversee and deliver professional development and management training for regional staff including the following direct reports: Program Director, Development Manager and 2 Community Engagement Managers. Demonstrate advanced ability to plan and implement efficient internal operations to support future growth. Demonstrate experience serving as an inspiring mentor to staff members, either in a formal management structure, or informally through influence. You also have the ability to develop a strategic vision and motivate teams to achieve measurable goals, while maintaining a results oriented, collaborative and healthy organizational culture. You bring strong track record of establishing the metrics, processes, and protocols needed to effectively move from vision to implementation. Finally, you have experience juggling multiple work streams concurrently, managing complex and competing priorities, and executing on ambitious goals effectively.
  • Relationship Development & Communications: You establish deep relationships with internal and external stakeholders, including staff, community constituents, elected officials, media outlets, non-profit and for-profit leaders, as well as board members. You are able to open doors, make connections, tell a compelling story, build consensus and create opportunities to both generate revenue and support advancement in literacy education, across the region and within a very competitive market. You have experience identifying, building, and maintaining strong relationships with a diverse array of non-profit, government, community, private sector, and high-net-worth stakeholders. You are someone who is an effective communicator, natural “connector”, and you have a track record of successfully increasing revenue and cultivating donors and community support.
  • Strategic Leadership and Execution: You develop and design new strategies and approaches to meeting programmatic growth goals and then lead implementation of those strategies. You bring a systems perspective to organizational challenges, with the ability to effectively move from vision to strategy to plan to execution while managing multiple work streams and demonstrating exceptional project management instincts. You are creative, a thoughtful decision maker, and are comfortable partnering with others to problem-solve, and use clear and strategic processes in making decisions. In addition, you have professional experience both developing and executing strategy to optimize organizational processes and achieve ambitious goals.


About you!

You’ll be successful in this role if you have:

  • Robust experience working with nonprofits, school districts, government officials, and philanthropic organizations in the Silicon Valley area
  • Demonstrated success in developing and executing fundraising strategies
  • Proven accomplishments in front-line fundraising, including demonstrated success of fundraising $1M+
  • Strong staff management skills, including recruitment, leadership development, day-to-day oversight, team building and retention
  • Ability to develop and manage large and complex operating budgets
  • Exceptional communication, organizational, and interpersonal skills
  • Demonstrated creativity when addressing challenging situations with limited resources
  • Ability to work with minimal supervision in a fast-paced, highly adaptive environment
  • A Bachelor’s degree
  • Excellent computer skills
  • A deep belief in our mission
  • The innate ability and desire to root your work in our core values
  • Hold US Citizenship or Permanent Resident Status


Bonus Points if you:

  • Hold an MBA or advanced degree
  • Are an AmeriCorps, Peace Corps, or other national service alum/alumna
  • Have experience working in launch or growth phases of organizations


What we offer

Reading Partners offers the full package – great benefits, a great place to work and the opportunity to have a glowing and growing career.

  • We offer a competitive salary commensurate with experience. This is a full time, exempt salaried position.
  • We offer a comprehensive benefits package, including medical, dental, vision, disability, life insurance, flex spending accounts, generous paid time off, commuter benefits, referral bonuses, 403(b) option, and Employee Assistance Program (EAP).
  • We offer an exciting and dynamic culture, and we commit to investing in and supporting our amazing people to grow their careers with us. As such, we provide ongoing professional development opportunities, including an annual staff retreat in Oakland, CA.


The other stuff you need to know

  • Travel: This position travels regularly throughout the local area. This position may also involve occasional travel to Reading Partners’ National Headquarters in Oakland, CA.
  • Typical Physical & Mental Demands: Requires prolonged sitting with some bending, stooping and stretching, and eye-hand coordination and manual dexterity sufficient to operate a keyboard, telephone, photocopier, calculator and other office equipment.  Requires normal range of hearing and eyesight to communicate with volunteers and staff. Also requires flexibility to readily adapt to a changing environment.


What’s Next?

If you’re interested in joining our Reading Partners team, please submit the following application materials to our online job posting:

  • A cover letter describing your interest in Reading Partners and how your past experience has prepared you for this role, along with your salary history for your past three roles.
  • Resume


Reading Partners is an Equal Opportunity Employer, with a strong commitment to diversity in the workplace.


Applications will be considered on a rolling basis.  Position will remain posted until filled. No phone inquiries, please.

Onboard or Onward: Ensuring the Success of Your New Executive Hire

“About 40% of executives who change jobs or get promoted fail in the first 18 months.”

Fortune Magazine

Where does it all go wrong? Too often, the onboarding process is where things fall apart. I am not talking about “orientation”, which often is done day one and generally involves the basics of assigning a building pass, conducting a benefits overviews, meeting the team and reading a few policies. Onboarding is a longer process, and if done well (typically in partnership with Human Resources and managed by the new executive’s manager, or the Board Chair if they report to the Board of Directors) can almost guarantee fit. It is holistic and gradual. It is also very deliberate, and will require constant check-ins and open communication.  Here are five key activities that will help to ensure that your new executive will be successful in their new role:

Start to Onboard Before They are Actually ON BOARD!

The time between an offer being accepted and the executive starting is sensitive. They may be dealing with a counteroffer, having to say goodbye to much-loved colleagues, and are nervous about this new venture. Keep in touch. Reiterate your excitement to have them joining the team, and have a few people in the organization reach out. If there are organizational overviews, annual reports, strategic plans or other things that that they can read up on ahead of time, get those to them during this time so that they start to feel like part of the team.

Send an announcement out to the staff and the board a few days before their start date explaining their background and the job they are filling. This will help make them seem more familiar to the team when they come through the door, and as an added benefit they will not have to review their resume and background with absolutely everyone in their first week or so.

Relationship Before Task 

Ideally, new executives will meet with their team and people across the organization. One-on-one meetings are great, but remind those who will be meeting with the executive to get to know them before delving into the inner workings of their role or the issues they face. Building rapport with new colleagues and direct reports is critical in the early days.

Learn By Doing 

Too often, in an effort to get all the information to a new hire as soon as possible, they are introduced to processes way too soon. Guess what? They will not remember how to do an expense report or change their password or complete a sales report 30 to 60 days in when they actually need to do it if they are taught how to do it their first week. Have the right people meet with them at the start to review the process at a high level, and then have them set up a time to do it later when they can sit down with real data and learn from it real-time.

The Buddy System 

What we learned in grade school still applies: the buddy system works when the new kid starts. This should not be the executive’s manager, but a peer or high-performing direct report who has longevity and the personality to be an effective buddy. The buddy can manage the nicety of taking them to lunch on day one and being available to explain the intricacies of culture, relationship dynamics, and certain pitfalls to avoid, which are things that the executive may not be comfortable asking of higher-ups.

Check In Early & Often

I too often hear that executives join, get a ton of attention the first day or two, and then are largely left on their own. It does not feel welcoming, and it runs the risk of them going in a direction that is difficult to course-correct later on. Meet with them daily, even for 10-15 minutes, in the first few weeks. Move on to twice weekly, weekly….you get the point. Let them know where they are doing a great job. Let them know where they need to take a different approach. But LET THEM KNOW. Being clear on what is a success will lead to more success.

While by no means a complete onboarding process, following the steps above will help to ensure that your new executive hire is one of the 60% who will be a success in the first 18 months.

Cindy Joyce is an Executive Recruiter and the Founder of Pillar Search, an Executive Search and HR Consulting firm located in Boston that works with clients nationwide. She can be reached here.