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  • 09/03/2021 9:58 AM | Kaitlin Quellhorst (Administrator)

    Manager of Information Technology - Mikesell's Snack Food Company 

    https://www.linkedin.com/jobs/view/2693734693/?alternateChannel=search&refId=N8oXlqX4Splf9eehelNPHw%3D%3D&trackingId=AinFFYf5Ssh164C3Aq5ZBw%3D%3D

    Headquartered in Dayton, Ohio since 1910, Mikesell’s Snack Food Company manufactures and/or distributes snack foods such as potato chips, pretzels, puffcorn, popcorn, cheese curls and pork rinds in Ohio, Indiana, Kentucky and Central Illinois. It has manufacturing plants in Dayton and Indianapolis and distribution centers in Dayton, OH, Indianapolis, IN and Louisville, KY. 

    We are searching for an experienced IT Manager to lead our information technology team in the areas of development and engineering, security, infrastructure, business intelligence, technical business analytics, and systems support; to drive implementation of best practices for optimizing infrastructure and operation costs; and to improve system performance. 

    This vital role will develop and continuously align the multi Mikesell’s site manufacturing, e-commerce operations and our corporate office digital ecosystems with rapidly changing business needs and the Mikesell IT technical roadmaps. These roadmaps will support complex and exciting IT initiatives that require understanding of analytical problem-solving techniques, project management, lifecycle management and operational excellence. 

    KEY RESPONSIBILITIES INCLUDE BUT NOT LIMITED TO: 

    • Provide the strategic vision and leadership across Mikesell’s on all IT related tools and services 
    • Develop and operationalize Mikesell’s information technology strategy. Recommend short- and long-term IT goals and objectives to the Mikesell’s leadership team 
    • Continuously build and refresh knowledge of technology, through external networks, contacts and partnerships. 
    • Understand the changing competitive, consumer and technology landscape and identify opportunities to bring new tools, concepts, and approaches to Mikesell’s 
    • Responsible for developing roadmap and initiatives for IT Operations in collaboration with functional leads 
    • Build a business partner organization to deliver and maintain business capability/technology products and services, including but not limited to customer relationship management, sales force automation, marketing automation, B2B portals, e-commerce, web sites, customer data platform solutions, ERP, scanning platforms 
    • Drive transformational change and innovation while balancing business, infrastructure, and technology needs 
    • Provide management, leadership and development for IT team 
    • Implement best practices for optimizing infrastructure and operation costs and improving system performance. 
    • Define, champion, and execute the overall IT security strategy, roadmap, and governance structure in collaboration with IT and business stakeholders throughout the Mikesell’s organization 
    • Foster a strong customer-centric culture through the Mikesell’s organization and to our business partners 
    • Maintain disaster recovery and backup procedures to enable business continuity 
    • Manage selection, standardization, purchasing, configuration, and refresh of end user experience (Hardware/Software/Services) 
    • Ensure maximum uptime and stability in the company’s systems and networks 
    • Develop and manage IT budget 

    REQUIRED EXPERIENCE: 

    • ERP experience preferably JD Edwards or SAP in a manufacturing, distribution and warehousing environment 
    • Knowledge of business planning processes (budgetary, strategic goals, business metrics, etc.) 
    • Manages projects or customer relationships of critical importance 
    • Develops advanced/leading-edge technologies and/or concepts 
    • Creatively and strategically supports key business objectives 
    • Excellent leadership skills and the ability to coach and develop talent in alignment with Mikesell’s mission/vision 
    • Gathering business requirements and creating specifications 
    • Experience in re-engineering or process improvement 
    • Strong communication, project management and technical skills are critical 
    • Must be able to clearly communicate ideas and status to a variety of audiences 
    • Develops innovative solutions, systems and products to support Mikesell’s business objectives 
    • Builds external alliances with customers and industry experts to gain and share information and industry trends 
    • Impacts company results, image or operational effectiveness 
    • Provides influence and authoritative advice at the most senior levels 
    • Reaches out to support and collaborate with other Mikesell’s business functions 
    • Provides consultation, influence decisions, and identify and resolve critical issues 
    • Represents area of professional and/or technical expertise for Mikesell’s externally 

    OTHER DUTIES: Please note this job posting does not constitute a job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the incumbent for this job. Duties, responsibilities and activities may change at any time with or without notice. 

    Our team members are the key to our success and that is why we offer career opportunities with outstanding benefits including: 

    • • Comprehensive Medical, Dental, Vision Coverage 
    • • 401(k) Retirement Plan with Employer Matching 
    • • Supplemental Voluntary Benefits (STD, Life, Accident) 
    • • Generous PTO Policy & Paid holidays 
    • • FSA -Flexible Spending Account 

    Job Level: Manager

    Schedule: Full-time

    Is remote work (i.e., working from home) allowed for this position? No

    Does this position offer relocation?: No

    Travel: Yes, 10 % of the Time 

    All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, citizenship status or any other basis as protected by federal, state, or local law 


  • 09/03/2021 9:48 AM | Kaitlin Quellhorst (Administrator)

    https://jobs.smartrecruiters.com/ITW/743999768511462-telecommunications-engineer

    Telecommunications Engineer

    • 701 S Ridge Ave, Troy, OH 45373, USA
    • Full-time
    • FLSA Status: Exempt

    Company Description

    Hobart Service, an Illinois Tool Works Company, has been in business for over 120 years and is the trusted source for Commercial Food Equipment Service Solutions.  We have over 1,700 associates nationwide who serve as valued partners to our customers.  Our employees are dedicated to providing the best customer service, give back to the communities where they live and work, and demonstrate the ITW values of Integrity, Simplicity, Trust, Respect and Shared Risk.

    Job Description

    SUMMARY

    Reporting to the IT Infrastructure Manager, the Telecommunications Engineer is responsible for maintaining, upgrading, and managing all telephony services for the organization. As an engineer/analyst, the selected candidate will contribute to the company’s business targets by partnering with business and IT stakeholders, understanding customer requirements, and recommending best practice driven solutions. The Telecommunications Engineer will administer a current CCaaS environment and on-premises PBX, while working as a key resource for a planned UCaaS implementation. The selected candidate will also be tasked with understanding and simplifying operational UCaaS and CCaaS processes to shorten implementation lead times.

    ESSENTIAL DUTIES AND RESPONSIBILITIES

    • Help to develop the corporate telephony, unified communications, and contact center vision
    • Contribute to the company’s technical “cloud first” strategy
    • Oversight and management of all aspects of the telephone, unified communications, and contact center environments
    • Monitor sites to ensure reliability and uptime of the telephony system
    • Ensure compliance with state and federal regulatory telephony requirements
    • Develop and improve telephony operations by conducting systems analysis; recommending changes in configurations, policies and procedures.
    • Perform moves, adds, and changes of user accounts in the telephony system.
    • Provide information by collecting, analyzing, and summarizing reports within the telephony system.
    • Provision phone systems with other members of the IT team for new or relocated branch locations
    • Working closely with the IT Service Desk, be the primary point of escalation for all things telephony.
    • Work with IT Leadership to understand priorities
    • Partnership at all levels of the organization.
    • Facilitate communications around telecommunications projects, especially change management related activities and ensuring key business stakeholders are informed of the plan, and changes.
    • Participate in continued education to stay up to date on current UCaaS and CCaaS technologies and services in the industry
    • Contribute to the development of a strategic direction of the enterprise IT Infrastructure services and operations.

    Qualifications

    Minimum Qualifications

    • Bachelor's degree in Information Technology, Computer Science, Information Systems, or a related field
    • 2+ years’ experience administering CCaaS solutions
    • 4+ years’ experience administering PBX or UCaaS solutions
    • Office 365 Experience
    • Microsoft Teams Experience
    • Experience with direct end-user support
    • Strong critical thinking and decision-making skills
    • Strong ability to prioritize
    • Firm grasp on telephony operations and best practices
    • Brings an outside-in perspective to telephony and IT operations
    • Excellent and collaborative communication skills
    • Ability to influence throughout the organization without authority

    Preferred Education/Experience but not required

    • Experience implementing UCaaS and CCaas solutions across multiple locations
    • Experience with Shoretel/Mitel Connect
    • Experience with Five9 Contact Center
    • Experience with major UCaaS providers such as RingCentral, 8x8, Cisco, Zoom
    • Administrative experience with Office 365 and Teams calling
    • Experience integrating telephony systems with business systems such as databases, CRM, or ERP

    Additional Information

    Why work for us?

    • Competitive pay
    • Great insurance options with low premiums
    • Paid vacation and holidays
    • 401K with company match
    • Extensive on-the-job, online, and classroom training
    • Service vehicle, uniforms, and safety equipment provided
    • Safety-conscious work environment

    Hobart Service is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.


    ITW and Hobart Service are committed to providing a healthy and safe environment for all employees. To demonstrate this commitment, Hobart Service is tobacco-free (including e-cigarettes) on campuses and within company vehicles and maintains a drug-free workplace.


    If you are a qualified individual with a disability and are unable or limited in your ability to use or access the online application system process due to your disability, please contact Human Resources at service.hr@hobartservice.com to request assistance. No other requests will be acknowledged.


  • 08/30/2021 2:14 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    Last week we discussed how to retain your current employees during the Talent Tsunami. But despite your best efforts, it’s likely that some of them will still jump ship (cue Debbie Downer). From a financial perspective, hiring a new employee is an expensive process. You not only have to calculate salary, but also the cost of recruiting, training, and benefits. If you are a company of 0-500 people, this price could average $7645. How can you ensure you’re attracting trustworthy talent?

    Congruity Through Change

    It’s tempting to just increase the top of the salary range or offer a sign-on bonus and publish the “We’re Hiring!” post. But throwing money at the problem is not a long-term solution. The pandemic proved the workplace can function very differently than it’s been allowed to since the industrial age. This excited employees, but management not so much. COVID-19 fast-tracked the inevitable evolution of the way knowledge work gets done. Protocol that made factories run efficiently (e.g., all employees work five consecutive eight-hour days) are no longer in employees nor companies best interests here at the end of the digital revolution. If you make this an arbitrary rule, you risk losing out on valuable talent. Conversely, if you explore innovative alternatives for running your business, then you keep your company’s vision intact by taking advantage of modern methods to manifest it. For example: How many processes can you automate? Can you employ subcontractors? Can you upskill high-value individual contributors? Concepts like remote working and unlimited PTO that your company deemed impractical before COVID-19 are now your competitors’ widely advertised company perks. Ponder how implementing such changes may impact your business. A company that helps its workforce navigate work-life integration attracts employees who want to make that company thrive. Be a company that allows employees autonomy to get their projects done, advance in their career and life, and affiliate with both their coworkers and company. Prioritize being a great place to work; a place where employees are valued as human beings. When you do, that becomes part of your brand. In short order, you have an inspiring story to tell everyone and you will attract a workforce excited to invest in the company’s success.

    Not Your First Rodeo

    You’ve been short-handed before, so now is not the time to panic. Employment is a long-term prospect. You need to discern whether a new hire will be a loyal member of your team or if they are just riding a Talent Tsunami wave. Be as selective in choosing whom to add to your staff now as you were pre-pandemic. When hiring, consider: 

    • Why are they changing jobs?
    • Did COVID-19 cause them to be laid off or furloughed?
    • What did they learn during the pandemic that will help them succeed in this role?
    • Are they looking for more purpose in their work?
    • What specifically drew them to your company?
    • Did someone you trust from your network connect you to this talent prospect?
    • Do they seem excited to meet with you?
    • Did they tailor their resume to the open position?
    • Did they ask you good questions about both the company and the job?

    This power shift to job seekers won’t last forever. You’ll likely have the same pre-pandemic issues (e.g., finding employees with specific skills) you always had, but if you refresh your policies to create more win-win working conditions, you’ll attract quality talent.

    What makes your organization attractive to talent?


  • 08/30/2021 2:13 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    You kept your business solvent during the pandemic. Now vaccines are available and buildings are reopening. Both you and your workforce are deciding where to go from here. Pivots like switching the product you manufacture (e.g., making hand sanitizer instead of bourbon) or shifting your employees to working from home has not only burned everyone out, but also revealed work-life integration paradigm shifts. You need to both retain your current workforce and attract new employees, but how? This week, let’s focus on keeping the folks you have.

    Pivot Again

    You regularly adapt your business to market conditions. This shift in the balance of power is a condition more abrupt than most, but it offers you a gift. It forces you to look at your mission, vision, values, policies, and procedures and sift them through the filter of The Platinum Rule. For example, employees hear the siren call of flexibility and autonomy in their jobs. Are your company’s paid time off policies amenable to employees with caregiving duties to young children, aging parents, chronically ill partners, etc.? If not, then it behooves you to reevaluate those policies. If your employees are being washed away by the Talent Tsunami, then you need to take a long, hard look at your company’s culture, protocols, and development paths. If your workforce was happy before the pandemic, then they would not be so tempted to leave now. You will be wise to shift your mindset to focus more on taking care of your employees and repeatedly communicating that commitment. People want to work in an environment where they feel valued. If your company has a vision the workforce can believe in, you coach them to share it, and demonstrate how their jobs are integral to realizing it, then employees get invested in meeting the company’s goals and want to stick around.

    Engagement Brings Retention

    The inconvenient truth is it’s cheaper to keep an employee than to hire a new one. If you don’t know what your employees need to achieve work-life integration, or to feel appreciated, now is the time to ask and actively listen to their answers. Individual contributors who feel they belong and have purpose are less likely to burn out. How do you know if your employees are burned out? Ask them. Company-wide email surveys are easy to create, send, and compile results. You can ask questions like: How do you think the company handled pivoting during COVID-19? How many days a week do you want to WFH? If the company reimburses you for upskilling, will you agree to work for us for a year? The answers will give you data that will not only help you to assess the risk of employees leaving, but also reveal what you can do to keep the good ones.

    “Bye” the Way

    Unless employees signed a contract saying they’d do one, they are not obligated to give exit interviews. A smart employee will not grant one if they don’t have anything nice to say. An exit interview is more of a benefit to you than to them. It’s an exiting employee’s gift of feedback to you. If the resigning employee grants one, stick to questions that will help you retain other employees. For example: What could the company have done to make it easier for your team to communicate with each other?

    What are you doing to encourage your employees to join you in making your business succeed?


  • 08/30/2021 2:12 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    The pandemic made us take a hard look at our priorities. What is now most important to you? In terms of your job, if you were able to pivot (e.g., a restaurant moving from fine-dining in person to at home delivery) or to transition to WFH (e.g., software developing), you’re grateful to have found a way to continue making a living. But now that we’ve moved into COVID-19’s phase of vaccines and variants, do you want to keep this up?

    What Do You Want?

    It’s time to decide what aspects of the working-under-quarantine conditions you want to maintain. Has the way you had to work made you want a different job, maybe even a different career path? If so, you have loads of company. The U.S. Bureau of Labor Statistics reports 3.6 million Americans quit their jobs in May 2021. But before you start searching for a new situation, get clear on why you want to leave your current one. If you’re running away from this job instead of running to another one, your discontent is likely to follow you. Ask yourself:

    • Am I burned out?
    • Did the pandemic reveal a side of my company’s culture that I can’t support?
    • Were my manager’s expectations unreasonable?
    • Did I discover a remote position would be best for work-life integration? 

    During the work day, when you feel frustrated or stressed, write down what you’re working on or what’s happening. Is it a project, person, and/or PTO? The answers will help you define your non-starters when considering your next role. 

    Defining what you don’t want narrows your choices down to what you do want. Compensation (salary, PTO, insurance, retirement benefits), location, culture, and leadership development are all obvious details you need to consider. But also ask yourself:

    • What does your perfect job look like?
    • Where are you doing it?
    • When are you doing it?
    • Who are you doing it with?
    • Why are you doing it?
    • How are you doing it? 

    What values do the answers to these questions reveal (e.g., freedom, culture, growth)? Rank them in order of importance. For one work week, notice what you are doing when you lose track of time as well as what you are doing when time seems to drag. Write these down and analyze them. While looking for a new position, search for one that allows you to do more of the work you enjoy.

    How Do You Get It?

    Once you figure out what you want, make a list of companies whose mission, vision, and values match yours. LinkedIn, Glassdoor, and Business Journals regularly identify great companies to work for. Target people in these companies you can reach out to for informational interviews. Notify your network that you are looking for a new role. Ask them not only for introductions to hiring managers you want to meet, but also ask how you can help connect them to the decision makers they want to meet. It’s tempting to apply for every job that looks like fun, thinking that eventually one will take, but that’s actually a time waster. It’s more effective to invest your time building relationships with your network. Insiders know a position is available before it gets publicly posted. A good rule of thumb is to network with five people for every one job application you submit.

    Are you thinking about a new position? What are you looking for in a company? 



  • 08/30/2021 2:11 PM | Melissa Cutcher (Administrator)

    Mardi Humphreys, Change Agent, Integration Edge

    The number of posts from my LinkedIn connections announcing their new positions increases every day. Have you noticed it too? The Talent Tsunami is soaking us. Is it tempting you to find a new gig? Even now a job search can still be long, arduous, and uncertain. How can you tell when it’s time to move on?

    In my role as a Change Agent, I ask questions so my clients can visualize both where they are and where they want to be. Next week, we’ll discuss how to figure out where you want to be. But first, here are questions to help you determine whether or not your current employment situation is still worth your T.E.A.M.

    Your Body

    Stress can physically manifest itself. Do you have headaches, nausea, and/or heart palpitations when you’re getting ready for work, at work, or just thinking about work? If so, your subconscious is trying to get your attention.

    Your Mind

    If your talents aren’t being tapped, you’ll get frustrated and, eventually, resentful.

    • Do your skills match the work you’re doing?
    • Are you unhappy the majority of the time you’re working?
    • Are you spending more time on social media than your work?
    • Are you watching the clock hoping time will speed up so you can leave?
    • Do you experience Sunday Scaries? 
    • Are you looking at job postings and daydreaming about them?
    • Are you no longer proud of the work you’re doing?
    • Are you lowering your standards?
    • Do you hear yourself say, “It’s just a job?"
    • Have you lost your passion for the work?
    • Do you see your work as challenges or problems?
    • Careless mistakes (e.g., frequent typos, forgetting scheduled meetings) happen, but too many too often indicates that you’re disengaged from the work. Are you making too many glaring errors?

    Your Environment

    You can try to influence your environment, but the only actions you can control are your own.

    • Is the environment toxic?
    • Is the culture (e.g., you want to WFH and the company insists you spend the entire week at the office) not a good fit for you?
    • Is the company restructuring?
    • Are there rumors of outsourcing your department or selling the company?
    • Are you chronically understaffed?

    Your Development

    • Has the novelty of being the SME worn off?
    • Are you tired of being the trainer and never the one learning something new?
    • Does your employer provide company time and money for upskilling?
    • Is advancement possible?
    • In order for you to move up, does someone have to leave?
    • Can you have a transparent conversation with your manager to find out if what you’re looking for can be attained within the company?
    • Have you taken on more responsibility and the effort has yet to be acknowledged?
    • Have you asked for a promotion at multiple performance reviews and even after completing the tasks your manager told you would result in advancement, they tell you that you’re still not qualified yet?
    • Are you no longer getting highly visible assignments?

    Your Relationships

    • How do you get along with your manager?
    • Does your manager habitually give you instructions and refuse to hear your insight?
    • Does your manager refuse to negotiate benefits or discuss salary?
    • Are conversations with friends and family dominated by complaints about your job?

    When you evaluate whether or not your current employment is worth your T.E.A.M., what criteria do you use?


  • 08/30/2021 1:52 PM | Melissa Cutcher (Administrator)

    The recording from the August 19th CIO Council meeting is here: https://youtu.be/QEMTcufsbvM

    What a great discussion this was! 

    First 45 minutes: "The State of Talent" - Talent and Market Analytics from Greg Riddle and Bo Birchfield, TEKsystems

    Then 5 minute updates from:

    • SOCHE / SOCHEintern
    • Technology First Academy Powered by Sinclair
    • JobsOhio / Find Your Ohio initiative
    • Kable Academy 
    • Handshake Overview from Ohio U


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