Posts Tagged ‘Recruitment’

CFO AgSalt LLC In HIS Name HR LLC

Now Recruiting For: Chief Financial Officer (CFO) Gettysburg PA


We are excited to be retained by this wonderful organization to find their next Chief Financial Officer.

AgSalt produces high-quality salt products for agricultural, commercial, and residential uses. Since their establishment in 1989, they have developed a comprehensive product line, including ice melt salts and feed mixing products, as well as magnesium chloride and calcium chloride.

Do you desire to work with a team possessing great values?  Reliability has always been important to AgSalt, so much so that they express it as a core value of theirs. AgSalt employees are intent on being and working with reliable co-workers—it’s not just something they tell their customers. In today’s world, companies like AgSalt excel with a reliable team.

Purpose of Position

To provide CFO leadership by joining AgSalt’s management team and managing the financial affairs of the company.  Alsooversee the accounting functions and to provide financial reports, advice, and support to the CEO and ownership thus enabling them to make sound business decisions.

Responsibilities include, but not limited to the following:

Management

  • Participate in long term and annual planning process and meetings
  • Participate in quarterly management meeting
  • Participate in weekly management meetings and leadership
  • Lead department meetings and keep staff adequately trained
  • Serve as an assistant to the CEO:
    • Manage legal documents, agreements, filings, contracts, and research
    • Build systems, spreadsheets, processes, procedures

Annual reports

  • Annual cost analysis and budget
  • Annual Reviewed financial statements
  • Fair Market Value report
  • Goodwill calculation and report

Quarterly financial reports

  • Quarterly adjustments and financial reports

Loans

  • Private notes
  • Credit line
  • Bank loans

Accounting management

  • Oversee Ordering, Invoicing, Payables and Receivables
  • Oversee QuickBooks accounts
  • Bill payments
  • Salary payments
  • Partner reimbursements and payouts
  • New customer final credit approval
  • Develop spreadsheets, as needed
  • Cash/Investments
  • Oversee accounting functions of AR, AP, Payroll, etc.
  • Manage retirement plan investments
  • Conduct review & evaluations for cost-reduction opportunities
  • Keep abreast of changes in financial regulations and legislation and advise accordingly

Tax preparation

  • 1099s
  • W-2s
  • Tax preparation and collaboration with tax accountant

Banking

  • Deposits
  • Reconciliation
  • Loan payments
  • Positive Pay
  • Quarterly financial statements to bank

Office Management

  • Accounting software and upgrades
  • Set up new employees’ accounts
  • New employee legal and payroll documents

Some Of  The Knowledge and Skills Required

  • Build trust, respect, and open communication.
  • Ability to use organizational, communication, and interpersonal skills to administer policies and procedures.
  • Ability to work with all levels of management.
  • Ability to work cooperatively with other professionals.
  • Familiarity with project and department budget process and tools.
  • Leadership ability.
  • Multi-tasking ability.
  • Communication, meeting, and presentation skills.
  • Comfort with time reporting systems.
  • Excellent analytical and problem-solving skills.
  • Excellent written and verbal communication skills.
  • Excellent organizational skills and attention to detail.

 Position Requirements

  • Bachelor’s Degree in Accounting or Finance.
  • 5-10 years’ work experience in accounting or finance.
  • Working experience in QuickBooks system, required.
  • Advance Knowledge of Microsoft excel including complex formulas and pivot tables, required.
  • Proficient in Microsoft Office 365 Suite, and video conference systems, etc.
  • At times the person will be privileged to information that should not be shared. The person must maintain strict confidentiality in performing the duties.
  • Complete support of and willing adherence to AgSalt’s mission, vision, and core values.Applicant must hold these standards as his/her own.
  • AgSalt’s culture – Participate in a sense of identity with AgSalt and contribute to producing a compelling vision of the future and put core values into practice.

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 AgSalt organization.

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 AgSalt organization.

All candidates must apply here: Indeed 

Having issues applying through Indeed?  Contact us here:   Email HR Team 

 

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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.

Horning Product Engineer IHN HR

Now Recruiting Product Engineer New Holland PA


(Position Closed) 

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 Product Engineer that will help take the organization to the next level of engineering and product excellence.

Make Horning part of your story.

The Product Engineer specializes in designing new products and their corresponding manufacturing processes. They improve upon current products and the manufacturing processes required to produce the products. They are also responsible for research, development product testing and transitioning the product from the design phase to manufacturing the product in scalable fashion.

Some Essential Responsibilities:

  • Utilize computer-aided engineering tools such as CAE, CAD, FEA, etc., to increase productivity, quality and efficiency of product design and analysis.
  • Provide information such as material and process specifications that are required in the manufacture or purchase of parts.
  • Working knowledge of the work of Designers and Drafters to efficiently complete development of projects.
  • Responsible for assisting and/or completing all field testing, as required.
  • Complete work in the design and fabrication of prototypes to prove out new products or satisfy customer demands.
  • Document design requirements on production drawings and incorporate all pertinent information necessary to ensure accuracy and precision in the production of the product.
  • Performs other duties as assigned.

Some Position Requirements:

  • Bachelor’s degree or technical degree in Engineering or equivalent experience.
  • 3+ years of Agricultural/Equipment Engineering experience.
  • Possess solid engineering knowledge in mechanical and electrical systems.
  • Possess computer proficiency in MS Office and AutoCAD, Solidworks or equivalent.
  • Ability to interpret a variety of instructions furnished in written, oral, diagram, blueprint, and/or sketch form.
  • Ability and willingness to travel occasionally (short term).
  • Self-starter, capable of working very closely with multiple internal and external customers.
  • Complete support of and willing adherence to Horning’s Standard of Conduct, and Mission, Vision, and Values; applicant must hold these standards as their own.

Some Required Personal Attributes

  • Must exercise good judgment and integrity.
  • Possess excellent organizational skills.
  • Possess excellent communication and collaboration skills.
  • Possess the ability to take the product from beginning to the finished product.

Location Will Be:

301 Twin Springs Ct,
New Holland, PA 17557

Horning, LLC. is an equal opportunity employer

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

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

 

Join Us in Orlando In HIS Name HR LLC

2021 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida


The Association for Biblical Higher Education (ABHE) Annual Meeting

February 17–19, 2021 | Rosen Plaza Hotel, Orlando, Florida

Oversight of Institutional Payroll and Employee Benefits 

Overview: Regardless of the exigencies of the pandemic or other crises, all employees expect payroll and other vital employee benefits to happen on schedule and without mistakes. This makes oversight of payroll and employee benefits a top priority of smart CFO’s. How do distinguished CFO’s effectively manage both payroll and employee benefits? What are systems and best practices to consider? What are reasonable benefits to provide? Walk through the labyrinth of related issues with an expert in HR policies and practices, including:

  • Knowing best practices for cost effective and efficient payroll services
  • Reviewing the pros and cons of various employee benefit packages
  • Managing an effective employee benefits system

Basic Principles of Conflict Resolution & HR Effectiveness 

Overview: Perhaps it’s inevitable. Where there are people, there will be differences of opinion that can lead to conflict. Blessed are the peacemakers! The CAO carries a unique weight for HR effectiveness as typically the leader of the largest group of institutional staff. Explore key principles for effective HR leadership and conflict resolution that are vital when conflicts arise, including:

  • Unpacking the nature of personnel conflicts and administrative response
  • Understanding the principles of conflict resolution
  • Initiating exemplary practices for HR effectiveness and conflict prevention

Prudent Response to a Title IX Investigation 

Overview: A growing list of institutions are reporting their hazardous journey through a US federal Title IX investigation. What are we learning about this audit and investigation process? How do smart institutions prepare for this most unfortunate circumstance? Consider the wise counsel from an ABHE partner and HR expert to give you as president much better insight into both the nature of this investigation and practical steps to prepare, including:

  • News from the emerging stories of Title IX investigation – the good, bad and ugly
  • Understanding the focus and the likely outcomes of an investigation
  • Prudent counsel for practical preparations that can make a big difference

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2021 Annual Meeting presentation topics.

Learn More Here 

Visit us- Booth 322 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mark received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

 

Director of Human Resources in Upland, IN for Taylor University


(Position Closed) 

Human Resources Director Opportunity

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.

Leading a team of three full-time employees and three student workers, Taylor’s HR director actively participates in the strategic thinking process regarding its human resources. The director is responsible to assess, review, recommend, develop, and implement policies, procedures, services, and systems in the appropriate legal, higher education industry, and organizational culture contexts, all of which are imperative to ensure success.

The HR director structures employee and workforce processes and policies that promote and embrace Kingdom diversity. This includes working closely with the Vice President for Intercultural Leadership and Church Relations to establish networks with potential candidates from under-represented groups, and by creating programs to increase the recruitment and retention of a diverse workforce.

Core Responsibilities:

  • Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention. Supports management by providing human resource advice, counsel, and decisions.
  • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the university’s human resource compliance and strategy needs.
  • Administration and compliance of human resource programs, including:
    • Compensation and benefits
    • Leaves of absence
    • Disciplinary matters
    • Disputes and investigations
    • Performance and talent management
    • Recognition and morale
    • Occupational health and safety and workers’ compensation
    • Job descriptions; exempt and non-exempt guidelines
    • University staff handbook
    • Serving in a key Title IX role on campus

Responsible for significantly influencing the university workforce in these key areas:

Employee Relations/Individual Employee Assistance – Serves as the primary contact for university policies and works with individual employees to encourage development of their professional life. Involves guiding individuals through challenging situations and being the primary contact for university policies (such as anti-harassment).

Employee Training and Development – Develops with other university leaders the university’s training and development program. Serves as the primary person responsible to develop and maintain the programs and structures for employee development, including new-employee orientation, reviews, legal training including faculty (FMLA, ADA, etc.), and other university initiatives.

HR Systems and Practices – Leads the department in developing and implementing effective and efficient HR systems to promote quality employee support from hiring through any transitioning from the university.

HR Policy Development, Implementation, and Review – Systematically reviews HR policies and procedures to ensure a work environment that facilitates human flourishing while managing strategic resources.

HR Assessment and Strategy – Uses tested HR strategies to ensure the success of employees in their work. Reviews the mission and direction of the university, along with other university-wide strategies, and applies them to the areas managed by the human resource function in such areas as compensation and benefits, employee onboarding, retirement planning, and more.

Compliance – Ensures compliance in all areas of the HR function, e.g., the Affordable Care Act (ACA), FMLA, EEO, and ADA.

Required Skills & Abilities Include:

  • Excellent verbal and written communication skills
  • Excellent interpersonal and negotiation 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

Position Requirements:

  • Bachelor’s degree in Human Resources, Business Administration, or a related field
  • 10-plus years of human resource management experience (in addition, 3-plus years of human resources management experience in higher education is preferred)
  • Proficiency with Microsoft Office products, video conference systems, and G Suite products
  • Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems such as Banner and Silkroad
  • Complete support of and willing adherence to Taylor University’s mission, vision, foundational documents, and core values. Applicant must hold these standards as their own

Location: Upland, Indiana.

Cover letter should include why you should be considered for the position, what makes you the best candidate, and how you will support and further the mission of Taylor University.

Send your confidential inquiry to Email HR Team no later than July 15, 2020.

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

 

Now Recruiting: Accounts Manager, Ephrata PA


(Position Closed) 

We are excited to be retained by this wonderful organization, Stump’s Decks & Porches, LLC.  to assist in recruiting an Accounts Manager.

Enhancing outdoor living through design & craftsmanship with integrity. Stump’s Quality Decks and Porches is a deck contractor that specializes in building long-lasting decks and porches in Lancaster, Lebanon, Berks, and Chester counties. We design and install decks made from pressure treated wood, vinyl/composite, and exotic hardwoods, as well as gazebos, pergolas, sunrooms, and screened-in porches.

Purpose of Position: 

The Accounts Manager is responsible for all accounting functions of the organization.  The Accounts Manager is also responsible for managing all Office Administrative functions including customer communications.

Some Essential Responsibilities:

  • Responsible for Accounts Payable
  • Responsible for Accounts Receivable
  • Responsible for Banking
  • Responsible for in-house Payroll
  • Responsible for Scheduling sales calls
  • Responsible for Office Administration
  • Responsible for HR Administration

Position Requirements:

  • High school diploma or GED; 1 to 3 years related experience and/or training.
  • Working experience of QuickBooks
  • Typing, minimum 50 WPM
  • Courteous phone etiquette
  • Complete support of and willing adherence to Stump’s Decks & Porches’ mission, vision, and core values. Applicant must hold these standards as his/her own.

Review Stump’s Mission, Vision & Values Statement Here 

All qualified individuals may submit a resume and letter of interest to:

Email HR Team

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

 

In HIS Name HR LLC now recruiting

Now Recruiting For


Mark Griffin is founder and Chief Consultant at In His Name HR LLC. He has over 20 years of HR experience.   Follow Mark on Facebook, Twitterand LinkedIn.    Want to make High Performance HR Systems including Employee Relations a reality in your organization?  Contact Mark and make it happen.

subscribe IN HIS NAME HR LLC

 

 

In HIS Name HR, in conjunction with ABHE

2020 ABHE Annual Meeting ~ Rosen Plaza Hotel, Orlando, Florida


The Association for Biblical Higher Education (ABHE) Annual Meeting

February 12–14, 2020 | Rosen Plaza Hotel, Orlando, Florida

Read The Press Release Here 

In HIS Name HR, in conjunction with ABHE, is excited to announce the 2020 Annual Meeting presentation topics.

Presentation One

How to Develop a More Effective Employee Search Process

It’s no secret that your higher education institution wants to succeed. It should come as no surprise that your employees also want to succeed! Naturally, there’s often a strong, positive relationship between the two—when employees succeed, so do the institutions they serve.

A key question: How can organizations most effectively find, train, motivate, and encourage employees’ success?

Primary Topics Covered

  • Marketing your institution in today’s difficult labor market
  • What makes employers attractive?
  • Where do institutions find the best employees?
  • What are the three most important steps of an effective hiring process?

This presentation helps prepare not only those in HR but also anyone who might have an effect on hiring in your organization. The presentation is highly interactive (including table exercises) and gives participants the opportunity to collaborate with other organizations and professionals.

Presentation Two

The Art of Employee Evaluation and Transition/Separation

Here, we examine the concept of a high-performance review process, and how your institution can optimize performance levels through an effective and enjoyable employee review process—a process that your employees will enthusiastically embrace and enjoy instead of dread.

We also discuss performance improvement plans that transition underperforming employees either to more suitable roles or out of the organization, and how to separate employees with grace.

Primary Topics Covered

  • Taking steps – simple, impactful, and timely – to make the process gracefully effective
  • Executing a comprehensive communication plan to all employees
  • Avoiding the common pitfalls in other organizations
  • Setting expectations
  • Employee policy manuals
  • Codes of conduct
  • Counseling and disciplinary procedures
  • Terminations
  • Labor law overview

The training is highly interactive (including table exercises) and gives participants the opportunity to collaborate with other organizations and professionals.

Learn More Here 

 

Visit us- Booth 119 – ABHE Annual Meeting!

About The Speaker

Mark is an accomplished HR expert with a fresh perspective. He believes in challenging people to think differently when presented with obstacles in any situation. His passions are inspiring, motivating, and helping others. Peers describe Mark as creative, proactive, determined, and eager to learn. Just a few of Mark’s professional skills include organizing, presenting, and problem solving.

Mr. Griffin received his Bachelor of Science degree in Human Resources Administration from Saint Leo University. He earned his MBA from Bloomsburg University while interning for Congressmen Kanjorski as a military liaison during the first Gulf War. Mark has completed several executive education programs at the University of Michigan.

Prior to leading In HIS Name HR, Mark worked for Quaker Oats Company, Kodak Inc., and Merck Inc., and private companies Woolrich, Conestoga Wood Specialties, and Valco Companies Inc.

In addition to helping people professionally, Mark also believes in helping people personally through volunteer work. Mark has coached leaders on “Business as a Mission,” traveling to Eastern Europe, India, Haiti, Honduras, Nicaragua, and the Dominican Republic.

 

Director of Ops Manheim, PA

Now Recruiting For: Director Of Operations Manheim PA


Position Closed 

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 Men of Iron to seek their next Director of Operations.

The leadership of Men of Iron believes men are distinctly called to be Godly leaders in their families, their churches and their communities. Men of Iron equips men and grows Godly leaders through creating and sustaining 1-to-1 and micro group mentorships. They partner with leaders, influencers, churches and communities to implement and execute a culture-changing men’s ministry.

Step up to the plate and be part of changing a culture, one man, one family, one church and one community at a time.

Director Of Operations

The Director of Operations is a core function of Men of Iron, responsible for leading, growing, scaling and organizing the ministry by overseeing its programs and services (Strong27™). He creates and provides strategic guidance to grow a regional model and is expected to develop and execute creative strategies, operations and systems to grow and scale men’s mentorships around the world.

He is the leader of ministry staff and representatives through his leadership, management and accountability characteristics. He is the 2nd most senior manager of Men of Iron’s operational hierarchy and holds the position of Integrator.

Some Essential Responsibilities

  • Lead, grow, scale and organize all programs and services (Strong27™)
  • Create and provide strategic guidance to grow a regional model
  • Develop and execute creative strategies, operations and systems to grow and scale Men of Iron’s programs and services around the world
  • Develop and manage quantitative and qualitative metrics based around sharpening men and strengthening families, churches, and communities, as well as growth of the ministry
  • Provide leadership, management and accountability to all operations staff
  • Work with Executive Director to create vision for all Men of Iron programs and services and to create and execute a strategic plan
  • Develop and manage annual budget for all programs and services
  • Develop systems and operations to efficiently increase the number of active mentors and protégés each year
  • Develop systems and operations to efficiently increase the number of church and community partners each year
  • Develop a professional training and development program for all ministry ambassadors and directors

Some Position Requirements

  • Bachelor’s degree in Business, Ministry and/or other related education AND 7-10 years related experience and/or training in the following area:
    • Business and management experience
    • Business or ministry operations in medium to large setting with qualitative and quantitative metrics

Or equivalent combination of education and experience.

  • Successfully leading, growing and scaling a business or business operations.
  • Must be computer literate. Working knowledge of Apple operating  systems and Microsoft 365. Able to navigate and become familiar with CRM software.
  • Must be able to produce a statement of Faith.
  • Complete support of and willing adherence to Men of Iron’s mission, vision and core values, applicant must hold these standards as his own.

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

Serious and confidential inquiries:  Apply Through Indeed

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