Posts Tagged ‘HR’

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.

Bridge FM
1977 Bay Road
Milford, DE 19963

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

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.

Learn More Here (Information Coming October 2021!)

 

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

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.

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.

 

 

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. 

 

 

Have iTunes?  Listen Here

 

How to Choose the Best Payroll Service

How to Choose the Best Payroll Service


Looking for a guide to best practices in cost-effective, efficient payroll service options? Many of our clients ask us about payroll services. Our role in leading or supporting human resources includes helping our clients secure the best payroll service tailored to their individual needs.

Because we are not brokers, we don’t play favorites or maintain a financial relationship with any payroll firm. This independence, this objectivity, enables us to screen and get every client the best payroll service at the lowest cost.

Payroll management can be complicated or straightforward, depending on the number of employees and the payroll processes involved. To avoid errors, small and large organizations often turn to payroll service providers for well-planned and effective payroll administration. Selecting the best payroll service is essential. What constitutes “best” for you is based on your organization’s size, payroll processing budget, and how much payroll responsibility you want to maintain. What should you look for?

Services and Price

The best payroll service organizes all employee payment tasks and files employee taxes. When choosing a payroll service, it must perform such necessary HR activities as calculating wages and keeping track of employee work hours, withholding deductions and taxes, printing and delivering checks or direct deposit, and paying employment taxes. A good payroll service’s primary features include: attendance management, overtime management, allowances management, leave management, and report generation. Determine how you are being charged for each service provided and don’t buy more than you need.

Simplicity and Ease of Use

The best payroll service should be simple and easy to access and use. You must have easy access whenever you need it, depending on what management reports and employee information you need. This includes comprehensive employee details and a full history of past and current pay slips. A good payroll service allows you to change employee data easily, manage employee loans, and transfer funds electronically to all major banks and payment services. When you choose a simple and easy-to-use payroll service, all balances and details are displayed in an easy-to-understand and straightforward format, allowing you to budget online and plan staff costs.

Security and Responsibility

When picking a payroll system, look for security features that guard against information tampering. The payroll service provider you select must be credible and a brand recognized for providing quality. Once you choose your payroll service, it is you who decides how much control you want. The best payroll service allows you adequate control and the option to view all information and previous reports. Clarify responsibilities with them so you know what to expect from the payroll service provider and what they require of you, and when.

Flexibility

Payroll service needs are unique for every organization, and the specific tasks vary. The payroll service you choose should generate customized reports and be flexible to your company’s particular needs. The best payroll service should be scalable as your organization grows. It should be able to expand with your organization to ensure you gain the planned benefits. And you need to choose a service compatible with your way of doing things, one that is flexible to automationfor speed and accuracy. If you have multiple organizations, choose a payroll service that functions well with your other companies.

Customer Service

Discuss your specific requirements with the provider to ensure you are on the same page. An excellent payroll service provider understands your objectives and suggests solutions. Be keen to understand the functional and technical aspects of the payroll service agreed on. When choosing a payroll service, select a provider dedicated to the project to ensure ongoing customer support, customization, and upgrades. Establish the after-purchase care you expect, the terms of your maintenance contract, and confirm that the payroll service you choose has an easily accessible help desk.

Training

Training your employees and HR team on the new payroll service is vital to successful implementation. You don’t want everyone reverting to the old ways of doing things. Instead, they should adhere to the new payroll procedures to ensure you get the best out of your new payroll service. That means selecting a service provider with adequate online support and training manuals to ensure that both the HR team and employees can easily access the training materials needed to use the service successfully.

Test Drive

When choosing a payroll service, it is crucial to consider a provider who will let you test the service to determine suitability, so you can be sure you get the precise service you need. Senior management, your HR team, and other critical employees should all perform the service test before you buy. Test driving will determine if your team will be comfortable with the new program. Many payroll services have portals where you can simulate the use of their products. Take advantage of this opportunity.

Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence can be invaluable. Contact us today. You—and your employees—will be glad you did.

In His Name HR helps organizations build high-performance human resource programs. E-mail us here.

Mark A. Griffin is President and Founder of In His Name HR LLC. Connect with him on LinkedIn and Twitter.

 

 

 

Human Resources Generalist IHN HR

Now Recruiting: Human Resource Generalist Brookings, SD


(Position Closed) 

Human Resource Generalist

Den-Wil is a Brookings, South Dakota based hospitality, residential leasing, construction and development company that creates and maintains diverse projects addressing needs of the Brookings market.  Den-Wil continuously earns recognition for undertaking large, innovative projects, that enhance growing the Brookings and South Dakota State University community. Den-Wil is able to achieve this by recognizing that their employees are Den-Wil’s greatest assets and every employee plays an important part in our success.

Like any great team, they are comprised of different people from different backgrounds fulfilling different roles. These differences make them strong and their strength aids in delivering a superior customer experience.

All great teams are built on respect for their teammates. Den-Wil is built on that same respect. By respecting what each person brings to Den-Wil, they achieve great things together with all employees.

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

Some Essential Responsibilities:

  • 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, FMLA/Absence Leave, 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
  • 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 South Dakota Workers 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.
  • 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.
  • Willing to travel to company sites in the Brookings area.
  • Complete support of and willing adherence to Den-Wil’s mission, vision, and core values.  Applicant must hold these standards as his/her own.

Location: Brookings, SD

Relocation Costs Not Provided

Cover letter should include why you should be considered for the position, what makes you the best candidate, and how you will advance the growth of the Den-Wil organization.

Send your confidential inquiry to Email HR Team no later than August 30, 2020.

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

Taking Care of Your Employees During the COVID-19 Crisis In HIS Name HR LLC

Watch Previously Recorded Christian Higher Education Webinar: Taking Care of Your Employees During the COVID 19 Crisis


Watch Previously Recorded

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

During this crisis, one of the greatest at-risk groups at every Christian higher education institution is your greatest intangible asset—your employees, the faculty and staff who so faithfully serve your students. Balancing fiduciary responsibility while caring for your employees is a serious challenge at most of our Christian higher education institutions.

Recorded April 30, 2020

Click Below to Watch

 

 

Gain key HR insights from the CEO of In His Name HR, Mark Griffin, on options for employee pay and relationships as you financially navigate these uncharted waters.

We cover the following 5 crucial points:

Reduction in force – What is the difference between furlough, layoff, and reduction in force? How do you approach changes with grace, respect, and dignity?

Communication keys – Over-communicate with employees with transparency, addressing emotional concerns, decisions, and forecasts.

Employee focus – Ensure all of your job descriptions are updated and understood, especially as duties shift. Organizational design – Update your organizational chart with current reality and future options.

Vision and value driven – Energize employees in the importance of your mission, vision, and values

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 employee relationships during this 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, whether due to COVID-19 or simply concerning normal business practices? If so, don’t panic. We are here. We can help.

If you’re struggling with the current pandemic crisis, and 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