Post-COVID-19 recruitment has been unquestionably hard for employers, with many struggling to find quality employees in the aftermath. Religious-exempt employers have had an especially difficult time.
Organizations such as Biblical higher education institutions, Christian ministries, camps, and churches have found that mainstream secular platforms no longer assist them in target hiring. For example, Christian employers frequently used Facebook to connect with potential candidates, but in recent years many social media programs stopped allowing recruitment ads that target Christian applicants. Keywords such as “Bible,” “Jesus,” and even “pastor” are flagged as well.
Handshake, the most prominent job portal for college students gives universities the opportunity to block religious employers. Here, at In HIS Name HR, we have experienced this firsthand.
These setbacks have left Christian employers discouraged, wondering how they might maintain their voice and find quality candidates in this even more challenging environment. We have an answer.
Yes, a new day is dawning, and help is on the way.
The day is coming when employers can cast their net to the right side of the boat and watch as it quickly fills up.
Welcome to Job Shepherd, a platform that will change all this for you.
Job Shepherd was created to meet the demand by Christian employers, including ministries, camps, churches, colleges, and Christian for-profit companies in their search for qualified job candidates.
Job seekers can once again identify opportunities in sales and marketing, office administration, pastoral work, counseling, worship leadership, and higher education positions, like provosts and executive leadership.
Job Shepherd offers job seekers free guidance to find the right position within the right organization, one aligned with their values. With a few simple clicks, job seekers can explore a vast array of opportunities in any of these fields, and find themselves one step closer to the career of their dreams.
Job Shepherd, however, doesn’t stop there. In this portal, job seekers will find an abundance of additional online career help, including articles that share career advice and provide free tips on resume writing, career development, and interview skills.
These invaluable resources are always free for job seekers.
Employers seeking quality employees have just as much to gain. Job Shepherd offers a plethora of job postings to enable employers to find their ideal hires, as well as free articles on how to identify and secure great employees. Additional employer resources are available as well.
If you are a Christian employer in search of a thriving, uncensored job platform, your search is over.
If you are an eager potential employee looking to fill one of these roles, you have come to the right place.
Job Shepherd is the new “go to” job portal whose mission is to connect Christian employers with like-minded candidates to help advance the Kingdom until the day Jesus returns.
Are you ready to join this movement? Are you ready to cast your net?
Running an organization is too big a task to be managed alone by entrepreneurs. To attain an entrepreneurial vision, a leader must search for and hire the best employees. Today, the rapidly developing economy has made the process of hiring talented people more significant than ever.
The role of the human resource department is substantive in organizational success, to the point where it can indeed be called the backbone of any organization. To earn a competitive advantage, firms need to train their HR teams. And when you have the right people on your team, that expense can be significantly reduced.
The pandemic has forced organizations to rethink and often readjust human resource strategies and practices, because the number of organizations that are surviving the pandemic is lower than the ones that are failing. The optimal selection of one’s people is one of the main reasons why certain organizations are surviving and even succeeding, despite the challenges they’re facing.
The real question is: Do you want to waste precious time and investment on making bad hiring choices? Definitely not!
There are two ways to find the best people for your organization when such uncertainty is widespread: 1) by marketing a job opening in the best possible way; and 2) by accurately identifying the right staff for your organization.
How to Market Your Job Opening
Marketing is not just about how to sell your products and/or services. No, marketing is one of the most reliable ways to select the right people to staff your organization. Let’s look at how to market your job opening(s) to source the very best people for your organization.
Have Your Employees Get the Word Out
The majority of vacancies are being filled through networking. Word of mouth is one of the easiest, most cost-effective, and efficient ways through which you can market a job opening. Your employees are the best ambassadors of your healthy organizational culture. Encourage your employees to discuss vacancies on their social networks and among their friends and family.
Paid Social Media Services
Alongside using your own social media vehicles, you should also invest in paid social media channels, such as LinkedIn and others, as the power of social media advertising today is hard to ignore. Even better, develop a comprehensive social media plan that comprises paid social media channel strategies.
Job-Posting Sites
Job posting sites are a great way to effectively market your job openings, with numerous authentic, efficient job-posting websites, like Indeed.com. The more job posting sites you market on, the greater the chances of getting the right and best people for your company.
Job Shepherd was created to meet the demand by Christian employers, including Christian for-profit companies, Christian ministries, camps, churches, colleges, and in their search for qualified job candidates.
Direct Traffic to Your Website
Do a swift audit of your website to ensure your career page is easily accessible. For example, if it takes more than five seconds to open, and is not attractive enough to interest the brightest minds in your field, it’s time to redo it.
If you’ve done all of this, well done—you have marketed the positions right. But now comes the bigger task…
Selecting the Best Candidates
Follow these useful tips on how to best search for the right people for your organization:
Identify the ideal candidate for your organizational growth plan
All too often, organizations fail to consider how the position they want to fill fits into their organization with an eye to its further expansion. Before creating a job description for a vacant post, it’s critical to clearly understand the need and role of the vacancy in the future growth of your organization. If you do this right, you will create the optimal job description, one tailored to help you access the right people.
Conduct a thorough assessment of a candidate’s references
Do you thoroughly evaluate every candidate’s references before you hire them?
If not, why not? References are a terrific opportunity to glimpse the working behavior and patterns of your preferred candidate with their coworkers and employers, along with what they can offer to your company in terms of performance. This is too important to dismiss or cut corners. Always comprehensively assess the references a candidate provides before finalizing their hire.
Pair your interview with data
The importance of face-to-face interviews cannot be denied, but it is not the only thing you should rely on when searching for new employees. Add data to your interviews, such as technical competency tests and questionnaires that evaluate skills. Be careful of unlawful testing, it could cost you millions. (Learn Why Here)
Gauge the interaction between your potential candidate and your team
Again, an interview is not sufficient to select the right candidate; you also should arrange for your prospective candidate to meet and casually interact with your team in a way that allows the candidate to relax and be themselves. Have one or more team members take the candidate for a tour, or for a cup of coffee or breakfast, where they can relax and be themselves. Just remember, though, that every interaction with a candidate, whether formal or informal, is legally viewed as a part of the interview process. That means your team must know what they can and cannot legally ask. The idea is to determine whether or not a candidate is a good fit with your organizational culture. Not only that; it also works in the reverse, by giving your candidate an idea of what they can expect in terms of their future coworkers and the prevailing culture.
Work with your potential candidate
Have you considered working with your candidate before confirming their hire? Add some hands-on work to the interview procedure. This is an excellent opportunity to see them in action. By encouraging them to devise ideas for a fresh project or carry out a small part of the job you’re hiring for, you will get a clearer idea of how the candidate works.
Ask them what tasks they feel they cannot perform well
No one is a master of everything. Asking them where they feel their skills are weaker or need further developing will help the candidate understand your professional expectations of them and give you an opportunity to discuss what improvements and training you may want to arrange for them.
Need Help Hiring the Right People?
No organization can justify wasting monetary or non-monetary resources by investing a huge amount in training their human resource department, especially when uncertainty prevails in this current challenged economy.
Organizations operate more efficiently and cost-effectively when they are smart enough to tap human resource outsourcing and consulting services.
Don’t know how to find great people? No problem!
In HIS Name HR has been offering HR consulting services with a Christian worldview for the last 10 years.
And given the critical, often unprecedented challenges raised by the coronavirus pandemic, In HIS Name HR has developed high-performance remote human-resource programs by implementing different technologies designed to promote safety, including FaceTime and Zoom. Our company also provides guidance related to HR practices to attain success and prosperity within your organization.
Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us tE-mail us here.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
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 an associate, bachelor’s, masters and doctorate degrees.
Purpose of Position:
The primary purpose of all employees of Clarks Summit University (CSU) is to advance its Christ-centered mission and culture:
Seek to be a role model in attitude, speech, and actions in a consistent daily walk with Jesus Christ.
Follow Matthew 18 principles in addressing issues with students, parents, faculty, and staff.
Show by example the importance of Scripture memorization, Bible study, prayer, witnessing, and Christian fellowship.
Be prepared to communicate the school’s religious beliefs to students and others who inquire.
Be ready to pray and offer spiritual advice to students, faculty, and staff.
The primary function of the Executive Director for Accounting & Finance is to provide oversight for all financial matters of Clarks Summit University and the BBC Foundation including accounting, forecasts & budgeting, financial reporting & analysis, treasury, payroll, and compliance. The Executive Director for Accounting & Finance directly manages the Business Office
Some Essential Duties:
General
Serves on the President’s Cabinet and as administrative representative to the Finance Committee of the Board of Trustees
Provides oversight to ensure stakeholders are properly served, institutional policies are established & followed, and institutional priorities are realized.
Plans, organizes, directs, and oversees the work of assigned staff in the operations of the Business Office including accounts payable, accounts receivable and general accounting functions.
Supervising responsibilities include Accounts Payable Coordinator, Accounts Receivable Clerk, Human Resources Coordinator, Director of Student Accounts, Financial Aid Director, Director of Information Technology (Dual Report with Vice President of Academics), Director of Facilities.
Effectively oversees cash management of cyclical revenue and expenses (specific to the academic nature of the University and it’s summer programs) to ensure accounts payable liabilities remain within acceptable terms.
Leads the preparation of the annual operating budget, monitors/projects revenue and expenses on a regular basis, and works with management on an on-going basis to ensure the annual financial goals are achieved.
Establishes & periodically reviews internal control policies and procedures to ensure that accounting standards are met. Administers corporate credit card program.
Identifies and recommends policies and procedures related to the financial and business practices of the University; plans and implements new operating procedures and information technology advances to improve service quality and efficiency of service delivery.
Effectively interacts with professional colleagues both inside and outside CSU.
Maintains confidentiality in all areas of responsibility.
Submit to and honor the standards outlined in the Employee Handbook.
Able to process clearly and quickly especially when planning and addressing the financial needs of the institution.
Specifics
Develops short and long range financial forecasts for use in financial planning and management of cash requirements and obligations.
Prepares month-end close including any necessary journal entries or adjustments, completes necessary reconciliations, issues monthly budget variance reports, and prepares internal financial statements necessary for the proper management of the institution including requested ad-hoc financial analysis as needed.
Processes bi-weekly payroll.
Prepares reports and surveys as required by regulatory and accrediting agencies.
Secures annual renewal and design of employee benefits including partially self-insured medical
insurance and related ancillaries.
Provides all financial services for the BBC Foundation and interacts with investments managers to
periodically review fund performance.
Oversees risk-management and ensures property insurance policies are in force to protect the University.
Directs the fiscal year-end close and ensures conformity with generally accepted accounting principles (GAAP) and federal and state laws.
Performs other duties as assigned.
Position Requirements:
Faith
Have a personal relationship with Jesus Christ.
Be in complete support of and adherence to Clarks Summit University’s Standards of Conduct and Confession of Faith.
Faithfully attend a local church whose beliefs are in agreement with Clarks Summit University.
Education and Experience
Bachelor’s degree (minimal) with an Accounting major preferred, or a closely related field such as finance or business administration.
Five years of experience in a senior-level accounting or financial management role.
Knowledge of principles and practices of accounting, auditing principles, financial reporting, accounting regulations and internal controls; principles and practices of employee supervision and personnel management; federal and state employment labor laws and regulations.
Certified Public Accountant (CPA) license is desirable.
Experience in a non-profit or educational institution is a plus.
Proven leadership skills to effectively direct employees while in a professional environment, ability to properly evaluate comprehension, and application of subject material.
Show excellent oral and written communication skills.
Be a self-starter, results-oriented, and able to motivate others.
Must be comfortable in a high-pressure environment and have the ability to handle multiple tasks with minimum supervision.
Must have a valid driver’s license.
Experience with Microsoft Dynamics GP or similar accounting systems.
Proficient ability to use Microsoft Excel.
Knowledge of Windows, Power Point, Word and 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:
Conscientiousness
Displays a professional image at all times, even when facing significant job challenges.
Delivers on commitments made to others.
Takes ownership for resolving problems rather than allowing them to persist.
Displays positive “Can Do” attitude.
Flexibility
Adapts quickly to changing situations. This includes last-minute changes and disruptions to the schedule.
Is receptive to new information, ideas, or strategies to achieve the organization’s goals.
Influencing/Negotiating
Anticipates potential reactions or concerns of students and takes initiative to address them.
Builds ownership for new initiatives, or changes by involving those responsible for implementation in planning the details.
Integrity/Honesty
Avoids any action or situation that would give the appearance of unethical, or inappropriate behavior.
Demonstrates the courage to do the right thing in difficult situations.
Holds self and others accountable for meeting high standards of the organization’s integrity.
Leads by example through modeling ethical practices and standards.
Sensitivity
Treats others with respect, fairness, and consistency (e.g., listen to, respect others’ views, and ideas).
Demonstrates empathy and understanding when addressing sensitive issues with others.
At times the vice president will be privileged to information that should not be shared and must maintain confidentiality.
Other Interpersonal Skills
High level of effective interpersonal communication skills, both written and verbal, plus organization and presentation skills.
Cultivates strong working relationships with employees and students.
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.
Many people think about them, but very few actually have them. Personal Visions and Goals. Personal Visions are important to have. If you have one and focus on it often, you will ultimately steer your life toward obtaining it.
Think of your vision as your compass, your GPS, or — my personal favorite — a lighthouse at the beach, to lead you through the storms and past the rocky ocean waves you’ll encounter as you make your way toward your final destination.
In developing your vision, ask yourself:
What do I want?
It may sound like a simple enough question, but it’s one of the toughest to answer.
So, ask yourself again.
What do I really, really, truly want for myself?
If I could have the kind of life that would make my heart sing, what would it look like?
At this point, your heart may be beating a bit faster. Can you really have that kind of life?
Yes, I believe you can. I’ve done it and I’ve helped a lot of clients lead passionate and fulfilling lives. It starts by defining what that life could look like.
Now, let’s talk goals. You must establish personal goals in order to get to where you want to go, as outlined in your Vision. As an example, here are some parts of my vision and related goals this year:
Start a business that will grow itself, ultimately turning it into a non-profit;
Manage time more effectively to end my work day by 6PM in order to spend more time with my wife;
Finish and publish another book;
Expand my prayer life by surrounding myself with prayer experts;
Spend quality time with my wife by planning two weekends away with each other;
Attend at least one in-person seminar or conference to further hone my skills or personal growth;
Do a five-night backpacking trip;
Grow my social media presence by 20 percent;
Give yourself permission to dream about your ideal life, even if you spend just five to ten minutes a day, and consider the following:
What really is my relationship with God? Have I put my full trust in Him?
If I could have more of something in my life, what would it be?
What should I eliminate from my life for good?
Which relationships do I need to nurture, or which ones should I release?
What is my relationship to money?
My secret passion or dream is…
What am I most afraid of?
What habits should I quit?
What can I do to bring more joy into my daily life?
What am I grateful for?
These questions are just a starting point, so take into account all major aspects of your life – friends and family (immediate and extended), church friends, charity work and, of course, fun and recreation. Also, examine thoughts centering on your daily career, activities, spending habits, your personal wellness and fitness, spirituality, and, of course, your spouse.
Got Vision? We would love to know if you have walked through this process before. What was the outcome? Be a difference maker today and inspire a reader by leaving us comments. Have a great week.
Looking to make a difference in our world? It’s time to use all of your education and experiences to be an instrument of change.
In HIS Name HR is honored to have been retained by Capstone Legacy Foundation to seek their next Chief Financial Officer. Capstone exists to educate and empower givers to increase generosity by planning strategically and establishing legacies to transform lives…in other words, preserving client’s legacy while transforming lives through joyful giving.
What is Capstone Legacy Foundation about? Capstone is a 501 (c) (3) Christian community foundation dedicated to the preservation of donor intent. They believe that stewarding God’s blessings is a form of obedience and worship.
Whether clients feel called to fund good works or do good works, Capstone provides customized giving solutions that enable each dollar to go further. Capstone provides expertise in starting a foundation, launching a ministry or helping investors with Christ-centered, morally driven giving. Capstone provides a diverse series of giving vehicles and fiduciary services that provide you with peace of mind, all while maintaining a kingdom-driven perspective on wealth.
Capstone’s dedication to establishing clients legacy comes from their deep Pennsylvania roots. Although Capstone was organized in 2005, their financial and spiritual legacy stems from one of America’s oldest industrial firms—the Lukens Steel Company—founded in 1810. This 200+ year perspective inspires their efforts to ensure that they help clients giving echo into eternity.
The Chief Financial Officer will direct and oversee the financial activities of the corporation, direct the preparation of current financial reports and summaries, and create forecasts predicting future growth.
Some Essential Responsibilities:
Directs the preparation of all financial statements, including income statements, balance sheets, shareholder reports, tax returns, and governmental agency reports.
Compares donation and profit projections to actual figures and budgeted expenses to actual expenses; makes or oversees any necessary adjustments to future projections and budgets.
Reviews planning process and suggests improvements to current methods.
Analyzes operations to identify areas in need of reorganization, rightsizing.
Works with the CEO and other executives to coordinate planning and establish priorities for the planning process.
Studies long-range economic trends and projects their impact on future growth in donations and market share.
Identifies opportunities for expansion into new product areas.
Oversees investment of funds and works with investment bankers to raise additional capital required for expansion.
Oversees Accounting department, budget preparation, and audit functions.
Works with other department heads to monitor each department and make recommendations.
Driving the company’s financial planning.
Performing risk management by analyzing the organization’s liabilities and investments.
Deciding on investment strategies by considering cash and liquidity risks.
Ensure cash flow is appropriate for the organization’s operations.
Manage vendor relationships
Prepare reliable current and forecasting reports.
Set up and oversee the company’s finance IT system.
Ensure compliance with the law and company’s policies.
Some Required Personal Attributes/Skills:
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Enthusiastic leader capable of managing diverse teams to reach a common goal; Initiating and completing projects; Make timely, effective and ethical decisions; Embody the entrepreneurial spirit; A self-starter who crafts creative solutions and opens doors to new donor relationships.
Actively and constantly listen to all constituents, focus especially on donor needs and know how to identify mutual benefits. Communicate excellently and compel audiences through writing and speaking.
Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s CLF data collection systems to the fullest and Foundant C Suite software.
Position Requirements:
Bachelor’s degree in Business Administration, Accounting, or Finance required.
Certified Public Accountant designation preferred.
Eight to ten years of experience in financial management required.
Serious and Confidential Inquiries Only
All qualified individuals may submit a resume and letter of interest to: E-mail HR Team
E.O.E. m/f/h/v
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Located in Lancaster County, Horning manufactures high quality kernel processors and silage processing equipment.
After three generations of dairy farming, the Horning family knows cows. But as much as the Hornings are dairy farmers at heart, they are innovators in mind. Relentless innovators in fact. And it is this family passion that has become the driving force and company culture of Horning Manufacturing.
Because of the incredible growth of Horning, we are now in search of a Sales Representative that will help take the organization to the next level of new customer engagement excellence.
Make Horning part of your story.
Purpose
The Sales Representative is responsible for establishing and maintaining profitable relationships with customers. The Sales Representative has primary responsibility for ensuring that the products meet the customer’s needs.
Some Essential Responsibilities
Contact and compile prospective customers and assigned accounts within your assigned territory. Responsible for worldwide sales market.
Maintain file and regularly update key customers information. Provide weekly or as needed contact reports to management, including updates and changes in key personnel of existing customer.
Make regular customer and prospect calls. Call frequency should depend on, but not be limited to, potential of the account and the status of any pending business.
Acquire and utilize effective customer relations and sales principles that ensure total customer satisfaction with the products/orders and services.
Representing the company in any sales/related activities, including:
Researching new products
Customer prequalification
Sales visits
Drawings, potential
Proposals
Revisions, and
Ongoing customer care
Responsible for handling all unique job requests with customers.
Responsible for establishing and maintaining profitable relationships with customers.
Required to attend all company meetings & occasionally assisting in emergency jobs or other labor tasks.
Responsible for requesting customers to participate in the customer rating on-line system.
Responsible for notifying the right people at Horning to handle any concerns, or problems with the products that you are made aware of by the customer. You are the customer’s first contact.
Responsible for creating sales orders & invoices.
Responsible for making sure the order is distributed to the right person internally.
Performs other duties as assigned.
Position Requirements
Degree or Technical Degree in Marketing, Sales, or equivalent experience.
3+ years of Agricultural/Equipment Sales experience, required.
Possess computer proficiency in MS Office and EBMS or equivalent.
Ability to interpret a variety of instructions furnished in written, oral, diagram, and/or sketch form, is a plus
Ability and willingness to travel occasionally (short term) Example of trade shows.
Self-starter, capable of working very closely with multiple internal and external customers.
Required Personal Attributes
Must exercise good judgment and integrity.
Possess the ability to take the order from beginning to the finished order.
Possess excellent organizational skills.
Possess excellent communication and collaboration skills.
Just like all Horning employees, the conduct of this sales representative must be consistent with good character, must be an appropriate reflective of our company’s heritage. Complete support of and willing adherence to Horning’s mission and vision. Applicant must hold these standards as his/her own.
All qualified individuals may submit a resume and letter of interest to:
Looking to make a difference in our world? It’s time to use all of your education and experiences to be an instrument of change.
In HIS Name HR is honored to have been retained by Capstone Legacy Foundation to seek their next Planned Giving and Major Gifts Officer. Capstone exists to educate and empower givers to increase generosity by planning strategically and establishing legacies to transform lives…in other words, preserving client’s legacy while transforming lives through joyful giving.
What is Capstone Legacy Foundation about? Capstone is a 501 (c) (3) Christian community foundation dedicated to the preservation of donor intent. They believe that stewarding God’s blessings is a form of obedience and worship.
Whether clients feel called to fund good works or do good works, Capstone provides customized giving solutions that enable each dollar to go further. Capstone provides expertise in starting a foundation, launching a ministry or helping investors with Christ-centered, morally driven giving. Capstone provides a diverse series of giving vehicles and fiduciary services that provide you with peace of mind, all while maintaining a kingdom-driven perspective on wealth.
Capstone’s dedication to establishing clients legacy comes from their deep Pennsylvania roots. Although Capstone was organized in 2005, their financial and spiritual legacy stems from one of America’s oldest industrial firms—the Lukens Steel Company—founded in 1810. This 200+ year perspective inspires their efforts to ensure that they help clients giving echo into eternity.
Planned Giving and Major Gifts Officer
Purpose
Responsible for planning, organizing and providing a critical role in identifying, developing, and maintaining relationships with CLF’s planned-giving donor/givers, major donors, and planned-giving and major donor prospects for the purpose of securing major funding for the organization.
Some Essential Responsibilities
Key Result – Steward the relationships of planned-giving and major donors to maximize their connection to the purposes of CLF and, in turn, support CLF, both financially and spiritually.
Develop and implement a strategy for each planned-giving and major donor
Expand target audience of potential givers by exploring private foundations, businesses and professionals, including lawyers accountants and wealth managers
Communicate to potential and existing planned-giving and major donors regarding key projects supported by CLF, and encourage donors to contribute through a variety of giving solutions, including cash, marketable securities, real estate, life insurance products, endowments, trusts, bequests and charitable gift annuities
Conduct regular visits with planned-giving and major donors
Organize regional donor activities and special events
Attend relevant professional conferences to continue professional development and networking
Assist with special events as approved by senior management
Meeting the annually set goal for assets under management and restricted gifts in support of CLF general and administrative budget
Attend CLF staff functions and one-on-one meetings with senior management as needed
Track donor contact, which includes activities such as monitoring number of face-to-face visits, phone calls, emails, personalized correspondence, funding proposals presented, new donor inquiries, etc.
Use CLF data collection systems to the fullest, including MS Outlook products and Foundant C Suite software
Stay current with trends in philanthropy and technical details on all forms of planned gifts and tax law changes, keeping staff informed of such changes; serve as a knowledgeable resource for CLF
Report to CEO weekly on progress on the approved planned-giving goals
Required Personal Attributes/Skills
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Enthusiastic leader capable of, managing diverse teams to reach a common goal; Initiating and completing projects; Make timely, effective and ethical decisions; Embody the entrepreneurial spirit; A self-starter who crafts creative solutions and opens doors to new donor relationships.
Actively and consistently listen to all constituents, focus especially on donor needs, and know how to identify mutual benefits. Communicate excellently and compel audiences through writing and speaking.Excellent organizational skills and attention to detail.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize tasks, and to delegate them, when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the organization’s CLF data collection systems to the fullest, and Foundant C Suite software
We want to see you dream of transforming struggling organizations into successful ones, good ones into great ones, and that you know how to actualize your aspirations.
Position Requirements
Associate’s degree or higher in marketing or business administration
5–10 years of experience in the nonprofit environment, with a strong emphasis in experience on planned giving and major donor development
Proficiency in spoken and written English. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, giving prospects and the general public.
Guiding Principles
At Capstone Legacy Foundation (CLF), a Christian, Kingdom-oriented community foundation, we operate under a set of guiding principles as stated in our Statement of Purpose, which includes our Values, Vision and Mission Statement. We insist that our employees adhere to our Statement of Purpose in working together as an organization. Together, we follow God’s call to assist givers and ministries in fulfillment of God’s Kingdom plans on earth.
Cover letters should include why you should be considered for the position and what would make you the best candidate. Please read Capstone’s statement of faith and express in your cover letter how you align to their beliefs and strategy.
Serious and Confidential Inquiries Only
All qualified individuals may submit a resume and letter of interest to: E-mail HR Team
E.O.E. m/f/h/v
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This position maintains and orders medical supplies and supplements by developing and maintaining the inventory ordering schedule, tracking deliveries, monitoring reports, and more. Our goal for this position is to have someone who is passionate about what they do and is always looking for new ways to be a leader so that the business grows to its best potential.
Essential Responsibilities
Maintain and order medical supplies and supplements.
Developing and maintaining the inventory ordering schedule.
Tracking of deliveries of medical supplies and supplements.
Manages disposal of inventory.
Developing and maintaining supplement buying program based on vendor sales and volume discounts and reports from the owner.
Monitoring growth and development reports on supplements.
Sending supplements to be mailed to clients, including but not limited to:
Setting up invoices to clients
Checking the correct client shipping address
Checking each supplement packed for accuracy (3xs)
Tracking packages delivered to clients
Perform other duties as assigned.
Required Skills & Qualifications
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong data entry skills.
Excellent time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of HIPPA-related laws and regulations.
High School diploma, or GED equivalent.
Proficient with Microsoft Office products including Access, Video Conference Systems, and Outlook (calendar, email, one-drive, etc.).
Complete support of and willing adherence to the WildHeart Wellness’ mission, vision, and core values. Applicant must hold these standards as his/her own.
Ability to read, analyze, and interpret technical procedures, financial reports, or governmental regulations. Ability to write reports, business correspondence, and standard operating procedures. Ability to effectively present information and respond to questions from groups of managers, customers, and the general public.
Ability to calculate figures and amounts such as discounts, interest, proportions, percentages. Ability to apply concepts of basic math.
Acknowledgment
This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned.
Lancaster, PA, US – February 10, 2022 – In HIS Name HR LLC, based in Lancaster, PA, has announced that Paul Jaspers has joined the company as Human Resources Partner.
Paul possesses decades of HR industry experience. Previously, Paul led HR activities for a private international consumer products company in Chester County, PA. As part of the leadership team, he helped them grow global sales eight-fold, from $50 million to $400 million.
After that, Paul worked with a family-owned Lancaster County manufacturing company for three years, before joining a nonprofit organization, a church with weekend attendance of 17,000 and a staff of 250 spanning 16 locations.
In HIS Name HR has been implementing high-performance HR programs for Christian-value-based for-profit companies and organizations, including Christian colleges, ministries, camps and churches, since 2011. In this new role as Human Resources Partner, Paul will support organizations to achieve their goals and scale their organizations.
“We are excited to have Paul join our team to help take this HR organization to the next level. His depth of experience, knowledge and management capabilities complement our growing team of seasoned executives,” says Mark A. Griffin, president and founder of In HIS Name HR LLC.
More information about Paul Jaspers is available at: In HIS Name HR About
ABOUT In HIS Name HR
Founded in 2011, In HIS Name HR is strongly guided by Christian values and strives to reflect Christ in all areas, starting with the view that everyone should be treated with dignity and respect, and that employees are the most important part of all organizations.
In HIS Name HR provides progressive HR programs to increase productivity and profitability, eliminate non-value-added practices, and enhance employee wellbeing.
The mission of Taylor University, a private, interdenominational, evangelical Christian college, is to develop servant leaders to minister Christ’s redemptive love and truth to a world in need. Does this sound like your ideal work environment?
For the 12th time in 13 years, Taylor has been ranked No. 1 in the Midwest by US News & World Report’s survey of America’s Best Colleges, and ranked in the top three for the last 23 years.
The Role
Under the direction of the Chief of Staff, the Director of Human Resources and Title IX Coordinator provides strategic leadership and direction for recruiting, developing, motivating, and evaluating Taylor University’s human capital. This hands-on position is responsible for leading all human resources operations, programs, and services for administrators, faculty, staff, and students and in coordinating the University’s Title IX program. This position advances Taylor’s Christian mission and seeks to build a national model for what it means to be a thriving workplace culture in the context of Christ-centered higher education.
Major Roles for the Director
As the University’s Chief Human Resources Officer, the Director oversees a number of strategic areas for Taylor, which fall into five major categories.
Recruiting and HR Strategy
The Director will leverage his/her expertise to lead employee recruitment and workforce planning. She or he will identify and facilitate cross-functional opportunities to meet key initiatives, including but not limited to recruiting talented and diverse faculty and staff and increasing faculty and staff engagement.
Organizational Culture
The Director will lead the employee onboarding process that creates and enhances a campus culture that advances Taylor’s distinctive mission and sustains a workplace where people feel valued.
Title IX and Compliance
The Director serves as the University’s Title IX Coordinator and ensures the University remains in compliance with all governmental and regulatory requirements around workplace issues.
Compensation and Benefits
The Director partners with the CFO and senior leaders of Taylor University to design and administer benefits, develop compensation plans and oversee policies and procedures that motivate Taylor colleagues and build a meaningful workplace culture. The Director partners with the Chief of Staff regarding employee communications and recognition.
Talent Development
The Director will galvanize and equip campus supervisors to develop and manage the human capital of employees and (in partnership with the Calling and Career Office) of student employees in campus offices.
Qualifications
We recognize that God has gifted every person with unique gifts and backgrounds, and while the selected candidate may not meet every qualification, we believe there are several things that are important for Taylor’s Director of Human Resources and Title IX Coordinator.
Senior campus leaders at Taylor must exhibit strong interpersonal and communication skills, and we are looking for a leader who has all of the requisite technical knowledge along with the ability to build and develop teams that will advance the University’s human resources strategy in the years ahead. We seek a gifted leader, not merely an effective manager.
The ideal candidate will fully embrace the unique mission of Taylor University and champion the University’s Foundational Documents when recruiting and screening potential faculty and staff colleagues. The Director will manage well the ethos of collaborative decision-making that sets higher education apart from other sectors. We believe the best leaders at Taylor also embody a Liberal arts mindset that thinks across domains of knowledge and forges connections across ideas, people, and organizations.
We seek a person with demonstrated talent in leading and inspiring positive change and organizational innovation. The Director will need to embody sound judgment, the highest ethical standards, and a commitment to the ideals for Christian living and leadership. The ideal candidate will have experience in several key areas such as leading teams and managing in a complex organization (ideally a nonprofit organization).
The ideal candidate will hold a master’s degree or higher in a relevant field or an equivalent record of professional distinction. She or he will also have five to ten years of progressive Leadership experience. The ideal candidate will have experience with human resources information and payroll systems, supervisory experience, and the ability to regularly exercise objectivity, confidentiality, discretion and judgement.
The Director of Human Resources and Title IX Coordinator oversees the life-cycle of employee engagement at Taylor—from hiring and onboarding to engaging, performing, developing, and finally helping people depart well. The following outline these:
Hire
Attracts, develops, rewards and retains a diverse and talented workforce.
Partners with campus leaders on cross-functional collaboration efforts on admissions recruitment strategy, student internship and workforce readiness, diversity recruitment efforts, workforce optimization and other strategic efforts.
Conducts periodic examination of market and benchmark salary data, recommending competitive salary levels necessary to recruit and retain qualified staff.
Onboard
Directs and engages other campus leaders in onboarding and offboarding employees (from new hire orientation to exit experience).
Engage
In collaboration with the President’s and Marketing Offices, develops and provides leadership oversight for the communications and marketing function for employee relations.
Reviews University policies regarding sexual misconduct to ensure compliance with Title IX and the Violence Against Women Act and to maintain a respectful workplace and safe campus.
Maintains records of all Title IX reports. Ensures job descriptions are current and conducts job analysis to determine appropriate salary grades; also recommends salary levels for promotions and new hires.
Provides oversight for Taylor’s compensation plan including competitive salaries, robust benefit program, survey participation, data analysis, and establishing appropriate classifications and compensation for all positions. Ensures compliance with applicable wage and hour laws and regulations.
Develops, implements, and supports a performance management system for staff and student workers that integrates the strategies and action plans of the University’s annual goals and longer-term objectives.
What makes working at Taylor so great?
Taylor University offers competitive employee benefits such as health, dental, and prescription medication coverage and a generous retirement plan with an employer contribution of six percent (6%). In addition, tuition remission and continuing education opportunities are readily available for Taylor employees and their dependents, providing a highly prized benefit. As a community, our faculty, staff and students commit to living out Christ’s love and truth in the here and now. We worship together, serve one another, and grow in faith as we learn in the classroom, on the field, at chapel, and anywhere else we’re doing Life Together.
The review of applications will begin immediately and continue until the position is filled.
To apply, please submit a letter of application addressing qualifications outlined in this opportunity profile, a complete resume, a 1-2 page statement of the candidate’s professional experience in human resources, and a 1-2 page statement of the candidate’s spiritual journey.
