Now Recruiting HR Coordinator Clarks Summit, PA

Jun 13, 2017

Position Closed 

For more than 80 years, Clarks Summit University has prepared men and women for Christ-honoring careers and ministries across the globe. Located in the foothills of the Endless Mountains of Pennsylvania, the university offers programs ranging from a one-year Bible certificate to associate, bachelor’s, masters and doctorate degrees.

Purpose of Position:  

Provides administrative support to the Vice President for Business Administration and Finance on all personnel matters and assists with payroll processing.

Some Essential Duties:

• Assists Department Heads / Hiring Managers as needed with recruitment and interview process; tracks applications, schedules meetings.
• Conducts onboarding and assists with orientation schedule with same as above.
• Assist in preparing for exit interviews for employees, volunteers, and student workers.
• Assists new employees with online investigation and background requests via user interface / web portals; specifically, ACT 153 for employees, volunteers, and student workers.
• Verifies I-9 documentation and sets-up/maintains files for employees, volunteers, and student workers.
• Assists TPA with yearly open enrollment as needed.
• Maintains institutional census for yearly open enrollment and administrative inquiries.
• Utilizes census data to complete 1095C’s related to IRS filings and IPEDS surveys.
• Processes, reviews and submits payroll with the oversight of the Director of Accounting
• Assists with processing of terminations and related communication.
• Records worker’s compensation claims and submits to Carrier for processing.
• Working with our Insurance Carrier, secures driver approval requests and adjust coverage.
• Reconciles the benefits statements and submits invoices for payment monthly.
• Performs customer service functions by answering or facilitating employee requests and questions.
• Updates HR spreadsheet with employee change requests and processes paperwork.
• Assists with the preparation of the performance review forms.
• Working with HR outsource and Department Heads, formulates and updates standard operating procedures.
• Assures compliance with all state and federal leave of absence laws, including FMLA.

Position Requirements:

• An Associate’s degree with at least 5 years related experience in a HR environment.
• Proven leadership skills to effectively direct employees while in a professional environment, ability to properly evaluate comprehension, and application of subject material.
• Must have a valid driver’s license.
• Knowledge of Windows, Power Point, Word and Excel or similar programs required.

Complete support of and willing adherence to Clarks Summit University’s Standard of Conduct and Confession of Faith. Applicant must hold these standards as his/her own.

Required Personal Attributes:

Just like all Clarks Summit University employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organaization’s heritage.  Complete support of and willing adherence to Clarks Summit University’s mission vision and values.   Applicant must hold these standards as his/her own.  A statement of faith will be required of all final candidates.

Benefits: 

• 403b Retirement Plan
• Vision coverage
• Dental Coverage
• Health insurance
• Paid vacation/ holidays/ sick days/ personal days

Location Will Be:

Clarks Summit University
538 Venard Road
South Abington Twp., PA 18411

Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:

Email HR Team 

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Mark A. Griffin | Blog, Now Recruiting For

Now Recruiting For: Event Planner/Brand Strategist/Administrative Assistant Guilford, CT

Jun 12, 2017

Position Closed 

We are excited to be retained by this wonderful organization, Agemy Financial Strategies Inc.  to assist in recruiting a Event Planner/Brand Strategist/Administrative Assistant for their Guilford, CT location.

Agemy Financial Strategies exists for the purpose of helping people achieve their personal and financial goals. Their philosophy is to deliver quality financial programs and teach principles for successful living.

This person handles the promotion of the company for the purpose of developing and managing new relationships. They find creative ways to enhance the Agemy Financial Strategies brand and the services and education we provide. They establish marketing strategies which complement the objectives of the company in building relationships with clients and probable clients.

Start building your brighter tomorrow today.

Some Essential Responsibilities:

• Research and develop innovative marketing campaigns to generate leads for probable clients.
• Develop innovative marketing campaigns, brand awareness and themes for various events.
• Create and implement multiple programs to develop and grow general inquiries and leads across multiple channels, including but not limited to:
  • Internet marketing,
  • Direct mail,
  • Email solicitation,
  • Integrated telemarketing,
  • Various radio,
  • Print media, and
  • Any other avenues
• Build and maintain the Branding Platform comprised of:
  • Social Media,
  • Newsletter,
  • Blogs,
  • Website,
  • Magazines,
  • Drip Mailing, etc.
• Organize and implement customer relations through programs provided thru partners and outsourcing, including but not limited to:
  • Trade shows,
  • Customer surveys,
  • Educational/instructional events,
  • Referral events,
  • Annual client appreciation event, and
  • Other events and activities.
• Initiate Adult Ed programs in various regions.
• Test and Measure: Track and monitor performance and metrics of events to determine effectiveness and report regularly to management.
• Continuing development and administration of a menu of various venues, with forward planning of 12+ months.

Some Position Requirements:

• Bachelor’s degree in Communication or Marketing, or five (5) years related experience and/or training; or equivalent combination of education and experience.
• One (1) to five (5) years of in fast paced office environment, a plus.
• Time management skills.
• Valid driver’s license.
• Must be able to work days, evenings, and weekends for scheduled events.
• Proficient use of Microsoft Office Suite, including Word, Excel, and Outlook.
• Experience using mainstream social media platforms.
• Complete support of and willing adherence to Agemy Financial Strategies, Inc. mission, vision and core values. Applicant must hold these standards as his/her own.

Some Required Personal Attributes:

• Represent the firm with the highest standards of professionalism and integrity.
• Have a willing attitude to help out as necessary.
• Articulation and creativity are essential.
• Ability to work as a team member and as an individual contributor.
• Ability to manage multiple projects effectively.
• Ability to organize and prioritize.
• Show respect to clients, vendors, other team members and those in authority.

Benefits: 

• 401k with match
• Dentel plan
• Health insurance
• Paid vacation/ holidays/ sick days/ personal days

Location Will Be:

Agemy Financial Strategies
741 Boston Post Road #308
Guilford, CT 06437

Learn Why Customers Choose Agemy Financial Strategies 

Due to the overwhelming response we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:

Email HR@InHISNameHR.com

Agemy Financial Strategies Inc. is an Equal Opportunity Employer.

Want to get future vacancies and blog updates?  Subscribe here: Click

Mark A. Griffin | Now Recruiting For

How We Became Number One on Google

May 23, 2017

Social Media and Search Engine Optimization

This blog post is out of the ordinary. We are human resource experts not marketing or social media experts by any means. We have been asked way too many times and have had to explain in painstaking detail the same question:

How did In HIS Name HR climb to the top slot in Google’s search response to the query for “Christian Human Resources”

Having been peppered with this question from a wide array of sources, we decided to answer it here, and share our methodology.

Social media can be confusing to many people, but in reality it is very simple. Social media programs are nothing more than tools that allow like-minded people to communicate. What is critical to remember is that not all people use all programs. Therefore, to reach a large and diverse group of people, you need to reach them where they are, instead of hoping they’ll somehow stumble across you.

Many people make the mistake of only using Facebook, or Twitter, when they attempt to market their voice to the world. But what about all those people who use other social media programs instead, those who are not on Facebook or Twitter? If you rely only on those two platforms, you are essentially missing out on millions of potential people who won’t hear your message.

What you want to do is essentially send your same message out through all the various social media programs. However, you will need to tailor the way in which your message is sent out to accommodate the differing requirements or constraints of each social media platform.

To start, make sure what you present fits your voice—that is, how you want people to perceive you and your services. It is a combination of your mission, vision and values. Your voice can also be defined as a “niche” that you are working to create for your organization.

In just 6 short years we have been able to develop a strong social media audience.

We now have:

Over 15,000 followers on Twitter

Facebook Business Page now exceeds 3,100

Over 7,700 connections on LinkedIn

And our latest social media platform Instagram, now exceeds 4,100 plus followers

Mark A. Griffin | Blog, Career Coaching, Christian Higher Ed HR, Human Resources, Kingdom Company Building, Special Topic

Top 25 Christian Influencers You Should Follow on Instagram

Mar 20, 2017

Want to get encouraged?  We have compiled this list of who we think have had and will have an impact on the world for Jesus. Enjoy connecting with these great influencers.

Quick question? Need Career Coaching or HR Assistance?

E-mail us here.

Mark A. Griffin | Blog, Special Topic

Why Faith In The Marketplace Is So Important

Mar 12, 2017

Unfortunately today’s churches are empty. More than any other time in history your employees are spending an increased amount of time commuting to and from work, working in their workplaces, working in the evenings and on the weekends, disengaged from their families and communities.  These increased hours have resulted in employees spending more waking hours at work than they are spending time at home with their families, with friends or volunteering in their communities. Because of this, we have an opportunity and a mission; a mission to reach those who need saved. This is America’s untapped harvest, a field of opportunity. And as God proclaims, we need more workers into his fields.

Matthew 9: 35-38 says, “ Jesus went through all the towns and villages, teaching in their synagogues, proclaiming the good news of the kingdom and healing every disease and sickness.  When he saw the crowds, he had compassion on them, because they were harassed and helpless, like sheep without a shepherd.  Then he said to his disciples, “The harvest is plentiful but the workers are few.  Ask the Lord of the harvest, therefore, to send out workers into his harvest field.”

According to Pew’s 2014 Religious Landscape Survey, those who say they go to church or another house of worship at least once a week fell from 39 percent in 2007 to 35 percent in 2014. This number is probably misleading because many people may have embellished their attendance a bit out of a sense of guilt or obligation! However, assuming it is accurate that would leave a whopping 65% of U.S. residents not attending any religious services each week. This is a concern, because it clearly proves that, statistically speaking, your employees are probably not spiritually grounded.

That is where Christian business owners and executives should step in to help God fill the void.

As a human resources professional with 20 years of experience in both public and private companies, I can tell you from firsthand experience that the lack of faith in our workplace affects every aspect of the workplace.  Employees’ lack of time to focus on their own spiritual needs will undoubtedly affect productivity, quality and safety. Harder to measure but just as important, it affects their and their coworker’s morale.  Employees lacking in faith will bring far more problems to the workplace than those who are Christ followers. What most companies need are solid christian ethics in the workplace. Having biblical ethics and principles built into all you do from an HR perspective will make you stand out, in a very positive way. Most consumers want to do buiness with companies that they know have christian ethics in the workplace.

Therefore, those of us that are hesitant to embrace Christianity in the workplace must really look at it not only from a spiritual perspective, but from a business perspective as well.  Far from being self-serving, this shows the attitude of a responsible business owner, attempting to prosper their business for the financial security and future of their employees and employees’ families. Ans as an owner, sometimes you might feel like your the only christian in the workplace. Often times these feelings are not necessarily accurate. They are real feelings, but we find many organizations have faithful Christians working along each other, they just are not aware of it because of the fear of talking about faith at work. We are not in the business of creating “religious companies”, on the contrary we are in the business of helping to create “Kingdom Minded Companies”. There is a big difference.

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Mark A. Griffin | Blog, Kingdom Company Building

Outcomes Magazine Spring 2017 Managing Employees to Success

Mar 8, 2017

Honored To Be Featured in Outcomes Magazine Spring 2017 Edition

Making your mission, vision and values a reality

Read or Print the Full Article Here

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In His Name HR helps organizations build high performance Human Resources programs. Visit them at In HIS Name HR or e-mail them here.

Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.

Mark A. Griffin | Blog, Christian Higher Ed HR, Kingdom Company Building

Developing A High-Performance Employee Review Process

Jan 30, 2017

ABHE Annual Meeting
February 8-10, 2017 | The Wyndham Orlando Resort

Many organizations attempt to implement employee review processes and inadvertently cause more harm than good. Many processes come across as punitive, time consuming, and non-value added.

What if you had a process that excited employees, one that they would lead? I’m talking about a process with a career development component that fills them with pride, with a sense of “hope and a future” with your organization?

In this session, learn how to keep employees motivated and engaged with a performance review process that is effective and, yes, even enjoyable, one that your employees will embrace and enjoy instead of dread.

In Developing a High-Performance Employee Review Process, participants learn how to:

• Develop an employee-led process
• Provide specific, realistic, and tactful feedback
• Differentiate between standards and goals and the importance of both to improve employee performance
• Avoid those common performance review errors that reduce effectiveness for the employee, the manager, and the organization
• Develop a process that is comfortable for both manager and employee—one that achieves higher levels of performance

Visit us- Booth 213 – ABHE Annual Meeting!

About the Speaker

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help organizations pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high-performance workplaces by utilizing best practices while leading organizations with strong values.

Mark and his wife Gail have two adult children, and celebrated their 30th wedding anniversary June 2016. They attend LCBC Church. Mark has coached leaders on “Business as Mission” as far away as Eastern Europe, India, Haiti, Honduras and the Dominican Republic.

Speaker, accomplished HR consultant, and the author of How to Build “Kingdom-Minded” Organizations and College to Career: The Student Guide to Career and Life Navigation, Mark A. Griffin encourages leaders to build values-led organizations during these difficult economic times.

Mark A. Griffin | Blog, Christian Higher Ed HR

Now Recruiting For: Business Development Manager Wernersville, PA

Jan 19, 2017

Position Closed 

Business Development Manager

In an economy that is yielding very little career opportunities, we are excited to be retained by this wonderful organization, Bertolet Construction Corporation to assist in recruiting a Business Development Manager for their Wernersville, PA  location.

Bertolet Construction Corporation provides industrial and commercial building and renovation general contracting services throughout Berks and the surrounding PA counties.

Start building your brighter tomorrow today.

Some Essential Duties:

• Responsible for substantially expanding new business and growing existing business within the commercial & industrial construction industry.
• Assist the leadership team in coaching, coordination, mentoring and developing best in class service for our clients.
• Responsible for having the knowledge and the proven ability to execute business to business sales process.
• Responsible for traveling throughout the territory to call on existing and prospective clients to solicit projects.
• Responsible for identifying the client’s future and additional needs and increasing the client’s overall satisfaction with our services.
• Coordinate and present presentations to clients and prospects as required.
• Oversee and coordinate the proposal process from proposal development thru project acquisition, ensuring professionalism and consistency in format and design with selected guidelines with estimating team.
• Engage and strategize with leadership team to drive revenue.
• Responsible for assisting in the development of an annual budget and reaching the revenue goals.

Some Position Requirements:

• Complete support of and willing adherence to Bertolet’s mission, vision and core values. Applicant must hold these standards as his/her own.
• Bachelor’s degree in Business, Construction Management, or related field.
• A minimum of five (5) years of Business Development experience in the commercial and industrial construction industry.
• Must have previous knowledge and experience with building construction business within a 50-mile radius.
• Must have demonstrated network of COI’s (Centers of Influence) to include owners, architects, engineers, and other professional services relationships that can be leveraged to create business opportunities.
• Must have demonstrated track record of structuring and managing complex negotiations to successfully close sales.

Some Required Personal Attributes:

• Excellent communication skills, including verbal and written.
• Strong writing and editing skills with attention to detail.
• Ability to be proactive.
• Ability to speak and present to groups of various levels of management.
• Self-motivated, able to work independently.
• Positive attitude.
• Excellent problem solving skills.
• Reliable.
• Excellent relationship building skills.

Just like all Bertolet Construction Corporation employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflection of our organization’s heritage. Complete support of and willing adherence to Bertolet Construction Corporation code of conduct. Applicant must hold these standards as his/her own.

Location Will Be:

Bertolet Construction Corporation
100 South Church Road
Wernersville, PA 19565

Learn Why Customers Choose Bertolet Construction Corporation 

Due to the overwhelming response we anticipate we ask that you are patient during the selection and interview process. All qualified applicants will be notified.

Cover letter should include why you should be considered for the position and what would make you the best candidate.

All qualified individuals may submit a resume and cover letter which includes why you should be considered for the position and what would make you the best candidate to:

Email HR@InHISNameHR.com

Bertolet Construction Corporation is an Equal Opportunity Employer.

Want to get future vacancies and blog updates?  Subscribe here: Click

Mark A. Griffin | Now Recruiting For

CLA Dallas TX 2017 Managing Employees To Success

Oct 26, 2016

It’s no secret that organizations want to succeed. It also should be no surprise that their employees want to succeed! Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the organizations they serve. A key question, then, becomes: How can organizations most effectively encourage and support their employees’ success?

Mark Griffin, founder of In HIS Name HR and a professional with more than two decades of experience working with high performance organizations, is uniquely qualified to explore this question. Managing Employees to Success promises to be an interesting and interactive event that will offer fresh ideas and productivity-enhancing insights for employers and employees alike.

Benefits Of Presentation 

This presentation provides practical core Human Resources education for anyone that is directly or indirectly involved in leading employees. Using best practices from several high performing organizations, relevant HR competencies are presented in a manner in which participants can reflect, compare and contrast, form opinion and personal approach and implement upon their return to the work place.

This presentation will also help prepare people within your organization who may want to move into a supervisory role. The training is highly interactive (includes table exercises) and gives participants the opportunity to collaborate with other organizations.

Topics To Be Covered

• Creating a high performance culture through practical HR competency development
• Where most organizations go wrong engaging employees
• Setting expectations
• HR tools for creating success
• Employee policy manuals
• Codes of Conduct
• Employee relations and communications
• Performance management
• Counseling and discipline procedures
• Terminations
• An overview of labor laws

Register For CLA Outcomes 2017 Dallas TX Here

About The Presenter

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help companies pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high performance workplaces through utilizing best practices while leading companies with strong values.

Mark A. Griffin | Blog, Events

Managing Employees To Success Seminar

Sep 6, 2016

It’s no secret that businesses want to succeed. It also should be no surprise that their employees want to succeed! Of course, there’s often a strong, positive relationship between the two—when employees succeed, so do the organizations they serve. A key question, then, becomes: How can organizations most effectively encourage and support their employees’ success?

Mark Griffin, founder of In HIS Name HR and a professional with more than two decades of experience working with high performance organizations, is uniquely qualified to explore this question. Managing Employees to Success promises to be an interesting and interactive event that will offer fresh ideas and productivity-enhancing insights for employers and employees alike.

Limited Seating Register Below  

Join Us:  October 28, 2016 Noon – 2PM

9 West Main Street New Bloomfield, PA

Map 

Benefits Of Seminar

This seminar provides practical core Human Resources education for anyone that is directly or indirectly involved in leading employees. Using best practices from several high performing organizations, relevant HR competencies are presented in a manner in which participants can reflect, compare and contrast, form opinion and personal approach and implement upon their return to the work place.

This seminar will also help prepare people within your organization who may want to move into a supervisory role. The training is highly interactive (includes table exercises) and gives participants the opportunity to collaborate with other organizations.

Topics To Be Covered

• Creating a high performance culture through practical HR competency development
• Where most organizations go wrong engaging employees
• Setting expectations
• HR tools for creating success
• Employee policy manuals
• Codes of Conduct
• Employee relations and communications
• Performance management
• Counseling and discipline procedures
• Terminations
• An overview of labor laws

Who Should Attend

• Business Owners
• Office Managers charged with Human Resources Responsibilities
• Vice Presidents, Directors & Managers
• Employment Managers, HR Managers and Employee Relations Professionals
• HR Generalists, HR Analysts, HR Coordinators and HR Supervisors
• HR Administrators
• Supervisors
• Managers

Or Call Becky: (717) 582-4523

Cost will be $15 for Chamber members and $20 for non-members; this includes lunch!

About The Presenter

Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC, a human resources outsourcing and career coaching firm created to help companies pilot the complex issues of managing HR.

As a human resources professional with 20-plus years of experience in both public (Quaker Oats Company, Kodak Inc., Merck Inc.) and private companies (Woolrich, Conestoga Wood Specialties, Valco Companies Inc.), Mark is passionate about building high performance workplaces through utilizing best practices while leading companies with strong values.

If You Could Not Make It Here are The Slides! 

Mark A. Griffin | Blog, Events