Posts Tagged ‘HR’

Recruiting in Today’s Economy

Webinar: Recruiting in Today’s Economy


Presented and hosted by The Association for Biblical Higher Education (ABHE)

12:30PM EST Wednesday, December 7th  

Now, more than ever, recruiting employees has become increasingly difficult. Some organizations (those who lead with high-performance HR programs) never seem to run out of qualified leads. What are they doing that makes recruiting employees easier? Learn valuable tools to attract mission fit candidates in today’s tight labor market.

Click Here to Register!

These and other issues will be addressed in this important 1-hour webinar by a keen partner and consistent High-Performance Human Resources blogger with ABHE, Mark Griffin.

If you’re dealing with recruitment challenges during this employment crisis, we hope you’ll listen for his invaluable counsel.  ABHE is comprised of approximately 200 postsecondary institutions specializing in biblical ministry formation and professional leadership education.

Does your organization need HR help,  If so, don’t panic. We are here. We can help.

If you’re struggling with the current employment crisis, what it means for your organization and your employees, and need someone to listen to your concerns who can help, contact us today.

 

 Contact Us In HIS Name HR LLC

Labor Issues IHN HR

3 Labor Law Issues that Can Destroy Your Organization


Are you complying with all the proper state and federal labor laws? 

If not, it could cost you everything.

 In large corporations, an entire human resources (HR) department navigates the complex minefield of federal and state labor laws. Most small organizations think of HR as an afterthought, or HR responsibilities like hiring, benefits, compliance, and payroll falls to a few people who aren’t properly trained. This can be a pricey mistake. Laws concerning overtime, unlawful termination, and equal rights are just a few areas that trip up organizations, big and small, all the time.

Labor laws fill volumes and are quite complex. Plus, labor laws vary from state to state! Even Walmart ran into trouble recently and incurred $4.83 million dollars in back wages, penalties, and fines for violating The Fair Labor Standards Act. The mistake? Managers were misclassified and not appropriately compensated for overtime work. Unlawful termination is another problem that has cost organizations like UPS, Carmike Cinemas, and Dial Corporation dearly. Yes, it’s tricky. Do you know the laws?

It gets worse—the government is ramping up efforts to check up on organizations and crack down. The Obama administration has allotted $25 million for the sole purpose of investigating those misclassified as “independent contractors,” hoping to reclaim lost tax revenue and pad the IRS’s coffers. Be smart. Remember that stiff penalties and lawyer fees can decimate your organization. Are your workers properly classified?

Stay legal and remember these 3 key points:

 Child labor, non-resident labor, and equal rights legislation are the three areas where small organizations most often fail to comply.

• Both state and federal labor information is free and available online.

• Outsourcing with an HR professional firm can save your organization a lot of time and money.

Most organizations with fewer than 100 people benefit from outsourcing labor law compliance and other human resource tasks to HR professionals. The alternative is risky: employees are often uninformed about and under-trained in labor law compliance. Look out! Federal fines could be in store for you. In addition, HR often falls outside an employee’s main job focus, so getting it wrong or spending valuable time away from primary tasks can cripple productivity in a small organization. Get the right person trained or on your team to comply with labor laws.

Regrettably, staying legal has never been more difficult or important.

Make sure to get the help you need right away.

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 Mark Griffin is President and Founder at In His Name HR LLC. He has over 25 years of HR experience. Learn more about Mark’s journey in HR by watching this short video. In addition you can also follow him on FacebookTwitter and LinkedIn.

The Crucial Upside of Workplace Friction In HIS Name HR LLC

The Crucial Upside of Workplace Friction


Every workplace has friction—that’s the simple truth. Anytime you have a few people working together on something, differences surface that create drag. We shouldn’t be surprised when conflict or tensions arise. Instead, we should be prepared and have some tactics on hand to facilitate a cooperative working environment and healthier relationships. Friction has a bona fide upside.

In my decades of work in the field of Human Resources, I’ve learned that 3 major things have the potential to create workplace conflicts:

  • Inadequate communication
  • Lack of emotional control
  • Indefinite goals and boundaries

Here’s an example of all three creating a common situation of friction:

Project X must be finished in two months. The lower level manager fails to set legible parameters on a project when expectations and roles are not defined for the work. As the manager delegates the project, too much is left to speculation. Co-workers attempt to complete the work, but soon run into interpersonal problems as different ideas emerge. Frustration increases, tempers flare, morale sinks, and passive aggressive sabotage and gossip start. In other words, gridlock. A few team members inform the manager; however, by then, emotion is driving the situation. Decision-making is maligned and communication continues to falter. The project is tanking.

What to do?

A lot of repair work is needed to get things back on track and keep the project moving forward. First—and this is important—ditch email as a resolution tool. A sit-down, face-to-face meeting is necessary, and a concise description of roles and responsibilities must be presented. But a few other things are invaluable, too.

It’s important to reestablish a healthy culture with the team and ensure acceptable behaviormoving forward. This shouldn’t be done by lecturing. It shouldn’t be expressed in an exasperated tone either. Rather, make sure you conduct your meeting by modeling respect and integrity. Assume the best in your co-workers and back it up with words and actions that make it clear. Graciousness and amiability should preside, not hostility and annoyance.

Get the Right “Game Face” On.? Prepare yourself. Your “game face” must be a commitment to the greater good plus good faith efforts to buoy the environment and create a better working situation. It’s crucial to find common ground. This can be done with a simple and sincere reference to everyone wanting to do well, or a mention of some of your company’s most important values, or by outlining the basic goals of the project. It may be wisest to use a bit of each.

Conflict = Opportunity for Improvement.? It’s normal to dislike friction. Just remember, excellent organizations and great leaders have a habit of transforming conflict and tensions into occasions that make things work more smoothly, efficiently, and improve the positive bonds between employees. Don’t shrink from this opportunity. Instead of dreading conflict or becoming paralyzed by it, realize that conflicts can harvest new ideas and innovation—not just in how your company works, but also in how co-workers connect with each other.

Grace, empathy, forgiveness, cooperation, and better listening can be the result. If you treasure-hunt in the situation and invite that same positive attitude from your employees during conflict, better times are ahead.

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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 here.

Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter

 

 

Press Release IHN HR

Press Release: Paul Jaspers Joins In HIS Name HR LLC


FOR IMMEDIATE RELEASE

Paul Jaspers Joins In HIS Name HR LLC

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.

PR Newswire Press Release Here 

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.

DE Milford In HIS Name HR LLC

Kingdom Minded HR In Today’s Hostile World


HR practices that can best help your “Kingdom-Minded” organization and business protect its mission in today’s hostile world.

Where: The Bridge
1977 Bay Road
Milford, DE 19963

When: Thursday January 27, 2022
11AM-1:30PM

Join us for an event on best HR practices for your business or ministry!  Enjoy a wonderful lunch while networking and connecting with other Christian professionals in our community.

Presenter Mark Griffin has seen it all in his more than 25 years of Human Resources experience gained by working with a wide range of organizations, from small businesses to Fortune 500 companies to Christian Colleges, Ministries and Churches.

Leading an organization with Christ-centered values makes organizational sense.

Mark will share why he believes Christ-centered organizations experience:

  • Lower absenteeism
  • Higher quality products
  • Fewer employee morale issues
  • Safer work environments
  • Better perceptions by customers and vendors

Mark will also share how he helps organizations develop HR practices that reflect their core values and still build a high performance organization.

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

 

About The Presenter

Mark A Griffin

Mark A. Griffin, MBA
President and Founder In HIS Name HR LLC

Mark is a human resources professional with 25-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.

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 increasingly complex times.  Mark and his wife live in Lancaster PA and have two adult children.

RSVP No Later Than January 14, 2022 

 

In HIS Name HR LLC HR Generalist

Now Recruiting: Human Resource Generalist Lewistown, PA


We are excited to be retained by this wonderful organization to find their next Human Resource Generalist.

Behind Every Good Company Is a Great Work Ethic

Penn State Construction, has been managing, contracting, and completing construction projects in Pennsylvania and surrounding states since 2008. From new construction to exterior facades, design–build projects and fabric-tensioned structures, Penn State Construction accomplishes their mission to provide customers with the proper expansion and appearance they need, matched with superior quality.

Like any great team, they comprise different people from different backgrounds, fulfilling different roles. These differences make them strong and that strength boosts how they deliver a superior customer experience.

All great teams are built on teammates’ mutual respect. Penn State Construction is built on that same respect. By respecting what each person brings to Penn State Construction, they achieve great things together with all of their employees.

The Human Resource Generalist runs the daily Human Resource (HR) Department functions, including hiring and interviewing staff; administering pay, benefits, and leave; and enforcing company policies and practices.

Some Essential Responsibilities:

The Human Resources Generalist will be responsible for the following job responsibilities for both companies (Redrock and Penn State Construction):

  • Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
  • Assist in recruiting, interviews, and facilitates the hiring of qualified job applicants for all hourly and salaried open positions; collaborates with departmental managers to understand skills and competencies required for openings.
  • Assist with constructive and timely performance evaluations.
  • Assist with answering the corporate phones when needed.
  • Conducts and acquires background checks and employee eligibility verifications.
  • Implements and maintains new hire orientation(on-boarding) and employee recognition programs.
  • Responsible for maintaining all personnel files for employees.
    • Performs routine tasks required to administer and execute human resource programs, including but not limited to:
      • Compensation
      • Benefits and leave
      • Attendance tracking (PTO, Leave of Absence, Worker’s Comp, unemployment, etc.)
      • Disciplinary matters
      • Disputes and investigations
      • Performance and talent management
      • Productivity, recognition, and morale
      • Occupational health and safety, and
      • Training and development
      • Employee Handbook
      • Organization’s Job Descriptions
      • Unemployment – Review monthly unemployment reports, respond to letters and/or phone calls, may need to attend unemployment hearings.
  • Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
  • Attends and participates in employee disciplinary meetings, terminations, and investigations.
  • Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; legal posters, reviews policies and practices to maintain compliance.
  • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
  • Coordinates State of Pennsylvania Compensation (WC) program within the company and work closely with the WC Carrier.
  • Perform other duties as assigned.

Some Required Personal Attributes:

  • Excellent verbal and written communication skills.
  • Excellent interpersonal, negotiation, and conflict resolution skills.
  • 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 HRIS and talent management systems.

Position Requirements:

  • Associates degree or higher in Human Resources or Business Administration, or related field required.
  • SHRM Certification a plus.
  • At least two years of human resource management experience preferred.
  • Must be able to complete a company physical for the position.
  • Proficient with Microsoft Office products including Access, video conference systems, and Outlook (calendar, email, one-drive, etc.).
  • Proficiency with or the ability to quickly learn QuickBooks.

Location: Lewiston, PA

Cover letter should include why you should be considered for the position, what makes you the ideal candidate, and how you will advance the growth of the Penn State Construction organization.

Email your confidential inquiry to  Email HR Team no later than October 15, 2021.

 

E.O.E. m/f/h/v

How Bad Human Resource Practices Cost You Millions

How Bad Human Resource Practices Cost You Millions


Many potential clients seek a silver bullet when it comes to the hiring process. They want to set up electronic application systems and implement pre-employment testing to objectively and efficiently screen applicants so they can hire the best candidates.

They want to optimize the process, to speed the days to hire-up. They want candidates fast. They want a paperless process and a filtering system to eliminate candidates that don’t match their requirements.

Unfortunately, not being sure of what you’re doing, and working with unwise counsel, is a minefield you do not want to find yourself in and the results could be downright explosive.

I recently did some preliminary research on Equal Employment Opportunity Commission (EEOC) cases that have headlined in the past several months, painting a damaging picture of some very prominent companies. The cases revolved around such factors as:

  • Pre-employment testing
  • Unlawful employment application questions
  • Disability discrimination

In actuality, many organizations, even those with the best intentions, ask questions that can inadvertently result in disparate treatment across a broad spectrum of minority candidates. Organizations also rely on invalid forms of pre-employment testing as a screening tool, ones they may not aware might disqualify minority candidates at a higher rate than non-minorities.

As a rule, the organizations that I meet with are not looking to hurt anyone or prevent any person from working at their organization as long as they’re qualified for the position in question. Most not only recognize the benefits that diversity brings to their organization but also share a worldview that embraces all cultures and all people. Regrettably, however, what’s in their heart does not matter one whit to the attorneys and the EEOC who show up to investigate claims of discrimination.

It’s easy to assume that the EEOC focuses only on large corporate organizations, high-profile global entities, as evidenced in such headlines as:

  • BMW to Pay $1.6 Million and Offer Jobs to Settle Federal Race Discrimination Lawsuit
  • Target to Pay $2.8M to Upper-Level Applicants in EEOC Settlement
  • United Airlines to Pay Over $1 Million to Settle Disability Lawsuit

On the contrary, there are many small to mid-sized organizations that are being dragged into court as well. For example:

  • Stack Bros. to Pay $140,000 to Settle EEOC Age Discrimination and Retaliation Suit
  • Texas Oil Field Services Company Pays $30,000 to Settle EEOC Retaliation Suit
  • EEOC Sues Seymour Midwest for Age Discrimination

No organization is too small to escape the potential penalty of discrimination, whether intended or unintended. All it takes is one or more disgruntled workers or applicants.

What might surprise you is that the same risk exists for those working in the nonprofit, church, or ministry sectors—you are just as vulnerable to the consequences of poorly managed human resource practices as any profit-driven enterprise. No altruistic or religious influence will stand up in court as an adequate defense or mitigate damages against your organization. This is just a sampling:

  • EEOC Sues United Bible Fellowship Ministries for Pregnancy Discrimination
  • Inconsistencies in Termination Decision Wipe Out Good Samaritan Ministries Victory
  • King’s Way Baptist Church Sued by EEOC for Retaliation
  • Nonprofits, churches, and ministry organizations are generally subject to state and federal laws that prohibit employment discrimination.

What should you do?

Do what great organizations do, and invest in solid HR practices. A qualified HR staff is fully trained and capable of helping you navigate successfully through the practices that can prevent costly litigation and eliminate those practices that might be unintentionally discriminatory.

You need a comprehensive human resources connection that your HR staff can source for this kind of guidance. We’re the map to get you through this minefield.

But it’s not just about risk management. Superior HR practices generate superior job candidates.

Want to read more about the cases cited in this article? Find more information and source articles here.

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Mark A. Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience.  In His Name HR helps organizations build high-performance Human Resource programs. Visit them at In HIS Name HR or  Send Email

Managing Benefit Programs Effectively

Effectively Manage Benefit Programs


Effectively Manage Benefit Programs

COVID-19 is surging, and more lockdowns are looming. It’s all too easy for us to become overwhelmed with worries about friends and relatives—and when things might hopefully return to normal—in times of crisis. Even during trying times—or perhaps even more so—your HR department is still called upon to manage your employees’ needs swiftly and accurately.

HR executives tend to juggle more than their fair share of business concerns. Payroll systems, in particular, can be complicated and time-consuming to manage, which is why executives look to outsource to more cost-efficient payroll services.

Employee Benefits: An HR Executive’s Top Priority

Employee benefits, an indirect form of salary, are a vital consideration when it comes to how and why a company attracts and retains the best employees. No wonder HR executives focus on the benefits that their companies offer, compared to others in the same or similar businesses. For instance, there is little in the way of public medical and dental benefits in the United States. Consequently, these two factors are among the most significant considerations when a prospective employee is looking at a company. The importance of salary negotiation benefits is liable to be in front of the line, right after the salary itself.

While many candidates fresh out of college or rising from lower echelon positions tend to focus on salary, this is not so for candidates eligible for more senior positions. More than salary, the seasoned professional is focused on the indirect pay, the benefits. And benefits mean more than health and dental. Senior employees typically look for vacation/personal time, stock options, pensions and 401(k) matching, family leave, and the like, which means the HR department must find a way to keep track of their benefits package in a manner both efficient and scalable.

Reasonable HR Benefits

Two categories of employee benefits exist in the United States: benefits required by law, and optional benefits offered by an employer. Legally required benefits include company-sponsored savings programs, such as employee contributions to a 401(k) with a percentage of funds contributed by the company; medical and dental insurance; unemployment insurance; Social Security contributions, and more, while company-specific benefits may include such perks as tuition assistance, profit sharing, paid sick leave, and stock option plans, just to name a few.

Depending on the organization’s size and the benefits portfolio, keeping up with such a wide range of concerns can be daunting for larger corporations, but equally challenging for small companies.

HR Management Best Practices

Best practices should not be confused with HR activities, such as payroll, attendance, training, and so on.  No, best practices involve the overall strategy of the HR department. It should also be noted that there tend to be two schools of thought on best practices. The first, the “best fit” approach, seeks to align human resource policies with the larger overall strategy of the business being supported. The second, the “best practices” approach, posits a universal set of HR practices that any company can use to achieve business excellence.

Leaving aside the best fit school of thought, the current line of thinking on best practices is that it should be employee intensive. This thinking means an organization can excel if: a) it works to ensure job security, b) it offers fair compensation, c) it offers continuing education and training, and d) it ensures that anyone in the organization easily obtains pertinent company information.  (This list is by no means definitive.)

Executives Who Manage Benefits Effectively

Effectively managing HR benefits involves effectively managing such HR activities as these, and more:

  • Payroll
  • Yearly employee surveys
  • Planning, design, and implementing benefit changes
  • Maintaining benefit information
  • Staying abreast of state, federal, and international laws
  • Monitoring compliance with government regulations

HR Management Systems

There are many HR management services available to businesses today, but not all are equal. Some are simply specialists in one field, like payroll services, while others may offer comprehensive services yet ultimately lack the depth and expertise that the client requires. An effective HR management service will have a specific target for their expertise. Instead of a one-size-fits-all approach, effective service will specialize in small or medium-sized business support. A reputation for integrity and service is a hallmark of the best HR management services.

Effective Benefits Management Systems

Effective benefit management systems simplify complex processes and procedures, are easy to use, and are cost-effective. There is no sense in outsourcing if the service cost is greater than the current organizational overhead. Moreover, they offer an efficient method for managing mission-critical factors such as:

  • State, federal, and international law compliance
  • Monitoring employee turnover
  • Locating the appropriate talent for your needs
  • Leadership training
  • Employee training
  • Benefit management
  • Payroll services

An Expert to Help You Through the Labyrinth

In HIS Name HR is an innovative, reliable HR management service designed for small and medium-sized companies. Comprehensive in our approach and focused on our customers’ needs, In HIS Name HR offers full-spectrum support for your small or medium-sized concern.

We can help you navigate health and benefits brokers’ intricacies, current regulations, and increase workplace productivity. Among our other areas of expertise are recruitment, how to find and retain the best people, and compliance with employee benefits law to ensure that state and federal requirements for employee protection are in place. We also specialize in employee-benefits design, the best benefits packages available for the money, and organizational development to keep your business on the right course.

Regardless of whether you are a small or medium-sized firm, HR management in the modern business environment is a challenge. Even the largest companies find adequate HR solutions time consuming and, frequently, not aligned with the organization’s objective. In HIS Name HR helps our customers to assist in their HR processes and encourage an agile and productive business. We offer leadership training, business coaching, and organizational coaching, all at an incredibly affordable price.

With In HIS Name HR, you no longer have to negotiate the labyrinth alone.

 

 

Integrate - Creating Meaningful Communication Processes

Integrate — Creating Meaningful Communication Processes


Integrate — Creating Meaningful Communication Processes

The first question most management teams have after creating a new Mission, Vision and Values statement (MVV) for an organization is: What do we do with it? Integrating into all aspects of your HR processes is paramount to the success of your MVV. The heart of these processes typically lies within the communication processes and employee relations materials of the organization. Since HR typically controls this function, it becomes that much easier for them to communicate the MVV statement effectively.

There are countless avenues to share and ingrain your MVVs within your organization, as well as clients and customers. These can include but are not limited to:

  • Your organization’s newsletter
  • Your organization’s website
  • Brochures in the front lobby as a takeaway for visitors
  • Postings in employee break and meeting rooms
  • Hand copies to applicants during employment interviews
  • Your organization’s marketing materials
  • The reverse side of your organization’s business cards
  • Inclusion in the packaging of all shipments

If it is important enough for the company to include in the employee handbook, the recruitment process, the performance review process and the employee job descriptions, then it is certainly important enough to include in the above areas as well.

Several years ago, I worked with a company where more than a few of the employees were nervous about sharing the company MVVs with people outside of the organization. Their fear was that the Christian overtones in the MVV statement might offend customers in the Middle East. Others were nervous that prospective employees might be offended or misinterpret our intent.

When the smoke cleared and time went by, employees started to realize that the advantages far outweighed the disadvantages; it did much more good than bad. 

Ultimately, the majority of employees supported it, and, as a result, customers displayed a newfound confidence in us, and our integrity. The customers from the Middle East never complained, and we received more compliments than complaints from applicants. I believe that is how God works. When we stand for Him, unashamed, anything is possible. When we don’t, we are subject to a not so nice outcome.

What will you do? I say, be a difference maker, and be bold in your faith. At the end of your life, what will you tell God? I will say, “Father, I hope You can see I was not afraid and tried to be Your good and faithful servant.

How have you chosen to share your MVV with your employees? How about the community and your customers/clients? Let us know by sharing your comments below. Thank you.

Love People In HIS Name HR LLC

Love People


Join Mike and Mark as they discuss, Love People.

Mike Henry Sr. is a follower of Jesus interested in applying character-based leadership to make a positive difference. Mike’s passion is to Elevate Purpose and Mobilize People. Mike wants to live his life daily moving one notch closer to Jesus and helping anyone else do the same.

Having spent over 20 years working in Human Resources, Mark has witnessed the varying, sometimes dramatic changes that workplaces undergo and has an established track record of effectively developing HR programming tailored to provide high-performance organizational results. Mark currently leads the HR consulting firm that he launched in 2011, In HIS Name HR LLC. 

 

 

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