Responsible for the development of programs for HFH-NCG affiliate. Creates and monitors affiliate’s committees. Makes decisions based on local conditions but within the framework of policies established by Habitat for Humanity International.
Affiliate staff; make sure staff—whether paid or volunteer—are committed to the Habitat for Humanity vision. Staff must be willing and able to carry out the Habitat for Humanity vision within the limits of the Affiliate Covenant, the policies of the affiliate board and the policies of HFHI’s board.
Financial goals and priorities; Set goals prayerfully, determine what resources are necessary to accomplish them, develop a budget and set course to raise the needed capital. Set realistic goals of how many houses to build. Establish what resources are required to accomplish this goal within the proposed time frame. Develop a budget and determine your cash flow needs.
Fund raising/development; building houses is a capital-intensive venture. Board members have crucial contacts in the community. Cultivate these contacts honestly and ask them to join with you as partners.
Public relations; sound public understanding and support for Habitat for Humanity are important measures of the success of your affiliate.
Communication with Habitat for Humanity International and the U.S. Support Center.

The Corp. Transp. VP (Mark Susor) develops and oversees international and domestic strategies for Hub operations. Drives growth through people development, service improvement, profit and loss imp., and asset mgmt. while building op. efficiencies. This position manages Corporate, Reg. & Dist. Op.'s, Reg. & Dist. Transp. Op's Mgr.'s., and Dist. Hub Div. Mgr.'s. This position is responsible for the following UPS Bus. Units: US Transp., and Int'l. Transp. Responsibilities: Leads and Develops Transp. Mgmt. resources and people processes (e.g., Quality Performance Review [QPR], Career Devel., Succession Plng., Salary Admin., Training, Staffing, etc.) to ensure the day to day admin. of processes and formal procedures. Identifies individual and team skill gaps and developmental opportunities (e.g., training, special assign.'s, projects, etc.) to facilitate individual and team devel.. Ensures that direct and indirect reports have documented, strategically aligned career goals and detailed plans for achieving goals to advance the devel. of their personal and professional growth. Conducts frequent perf. evaluations in a consistent, fair, and objective manner to facilitate open communication and encourage continuous perf. imp. Holds others accountable to established perf. levels to achieve individual and group goals and maintain consistent practices across the org. Resolves individual and group perf. issues in accordance with UPS's policies and procedures in a timely manner to motivate and foster teamwork. Coaches others and provides on-going feedback and support to improve perf. as they take on greater responsibilities. Identifies opportunities to involve others in new and challenging work assign.'s that advance the skills and capabilities of individuals and the org. Makes strategic decisions about the lateral movement and promotion of people to develop skills and fill key positions. Drives and Supports Dom./Int'l Growth, Strategies, and Profitability.