Heritage Christian University is seeking a Director/Vice President of Communication and Marketing to join the Heritage family in fulfilling our mission of advancing the Lord’s church by equipping servants through undergraduate and graduate programs and continuing education. The job title and financial package will be dependent on the credentials and experience of the applicant. Applicants should have at least a bachelor’s degree in marketing, public relations, communication, graphic design, digital content creation, or related degree fields. They should be team players with communication and people skills, integrity, a strong work ethic, organizational skills, and ability to manage people. Marketing experience is required, and experience in lead generation and marketing for educational institutions is preferred. Experience in digital marketing, videography, and/or graphic design would be helpful.

This person will lead the university’s marketing efforts in conjunction with the university president. Responsibilities include helping to craft an overall marketing/communication vision for reaching potential students, current and potential donors, the campus community/Board, HCU alumni, churches across the US, and the local Shoals community. The position will focus in particular on cultivating student and donor leads and will include oversight of such areas as the campus webpage, social media presence, graphic design needs, and live streaming of campus events (with the assistance of other staff members on campus). There will also be administrative responsibilities. Candidates must be willing to commit to annual training related to lead generation and/or marketing for educational institutions. They must also be professing Christians, active members of a local congregation of the churches of Christ, and committed to the mission of Heritage Christian University.

Those interested in becoming part of our family should submit a resume/vita to Dr. Kirk Brothers at kbrothers@hcu.edu. Applications will be accepted until December 31 st , 2021, or until the position is filled.


The hiring process will proceed according to the policies highlighted below from the HCU Administrative Staff Handbook (p. 6):

Selection and Hiring of Staff: The university bases staff employment on educational qualifications, evidence of ability, personal and professional integrity, and future promise.

i) The university recognizes that diversity among faculty, students and staff offers innumerable benefits and is consistent with the principles of the Scriptures. Diverse ethnic backgrounds, socioeconomic levels, racial cultures, and duality of gender bring rich experiences and perspectives to the university. The university seeks to recruit faculty, staff, and students from diverse races, ethnicities, genders, ages, and socioeconomic groups.

ii) The following qualifications are required of staff members at Heritage Christian University:

(a) Christian character displayed in one’s personal life.
(b) A member in good standing of a local congregation of the church of Christ.

iii) The hiring process proceeds as follows:

(a) Based upon need and available funding in a particular department area, the department director, or supervising administrator if a director position is vacant, initiates a search based on the criteria above. The search will include notice on HCU website, faculty/staff meeting, and HCU newsletter along with any other means deemed appropriate for the type of individual needed.
(b) Upon identifying potential staff members, the department director/administrator reviews resumes to assess qualifications and notifies selected applicants.
(c) The potential staff member makes formal application for employment.
(d) The department director/administrator will set up a group interview, which includes representatives from five different university departments, to conduct a formal interview with the applicant. (Departments are: Office of the President, Faculty, Business Office, Advancement, Enrollment, Public Relations, Distance Learning, Library, Institutional Research, and IT.)
(e) The department director/administrator may ask for a second interview as needed.
(f) Formal 3 rd party background checks will be conducted for any new hire.
(g) Hiring follows the department director’s/administrator’s approval after review of background check.