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17 days ago

Web Traffic Coordinator

Joyce Meyer Ministries Fenton, MO

• Gather, interpret and communicate incoming information/requests, collaborate with web producers, designers and writers to facilitate the successful… Joyce Meyer Ministries

28 days ago


Joyce Meyer Ministries Fenton, MO

• Ensure safety of the staff and guests of St. Louis Dream Center property by monitoring on site activities to guard against safety threats… Joyce Meyer Ministries

30+ days ago

Administrative Assistant

Joyce Meyer Ministries Fenton, MO

• Assist Director of Marketing and Media Operations Manager by managing daily schedules and calendars, coordinating appointments, and providing… Joyce Meyer Ministries

30+ days ago

Project Coordinator

Joyce Meyer Ministries Fenton, MO

• Research, Gather, interpret, and communicate incoming information/requests, collaborate with Print Department staff to craft an assignment brief… Joyce Meyer Ministries

30+ days ago

Project Manager

Joyce Meyer Ministries Fenton, MO

• Develop and implement the project plan by analyzing data, working with project team and researching processes. This includes establishing project… Joyce Meyer Ministries

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Joyce Meyer Ministries CEO, US Operations Daniel Meyer
Daniel Meyer
9 Ratings
  • This will most likely be ignored.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Joyce Meyer Ministries full-time (More than a year)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO


    There are a lot of great things about working at JMM. The people are exceptional, the mission is on point and the environment is certainly one of a kind. The benefits are nice, but with the rumors floating around that employees will have to pay for healthcare out of pocket, management should expect a mass exodus.

    There are a lot of great people that work at JMM including middle management in the IT department. Although IT takes a lot of flak on this site, I can say that the current middle management team is not to blame. I'd also like to say that the CSO and Director of Operations are both really stand up individuals.


    While there are a ton of PROS, the CONS are plentiful as well. VERY low pay, especially when compared to the Saint Louis region. The ministry labels themselves as a Media Ministry until it comes to pay, in which case they label themselves as a Humanitarian ministry. Sorry guys, you are NOT Salvation Army or Goodwill. You cannot pay good employees as though you are, and expect to keep exceptional talent.

    Even bigger than that, I witnessed sexual harassment within this building, reported it, and nothing was done to the individual. Perception around the office is that everything was swept under the rug by the puppets known as HR. You shouldn't have someone like this as an employee, let alone in front of Joyce Meyer constituents on a daily, monthly, annual basis. There have been MANY complaints about this individual, but it seems HR does not care to handle the situation. What used to be a ZERO tolerance policy has since changed to a MANAGERS DISCRETION. Sorry, but sexual harassment should not be up to the discretion of ANYONE. It should be an immediate termination.

    If you ever have to deal with Project Management, prepare for one of the most arrogant, rude, micromanagers that you could ever imagine. If she doesn't get her way, everyone under her will be living a "Hell on Earth". The management over PM has no trust in any of the project managers. If you don't trust them, fire them; but if you DO trust them, allow them to do their job without interfering on a daily basis. Whenever a large project comes up, management will take the lead on it. If that project begins to fail, it will passed off at the last minute and FULL blame is placed on the project managers. However, if the PMs do something well, management will take full credit for that. C-Level management sees these issues, and rather than fixing the problem (i.e. FIRING THE ISSUE), they continue to coddle it.

    I always got along with the my C-Level Manager on a personal level. I have a ton of respect for him personally. But professionally, it was very hard to respect him. He made MANY promises over my time there, and never followed through. I was told, "You have management potential, and I would like to mentor you, but you are still too new here for the management opening," and then he went on to hire external candidates for management positions. If you want to be a manager in IT, you should make sure to apply to it externally. Do NOT expect to be hired from within.

    Another issue with the the leadership in IT was the lack of decision making. People often blamed IT issues on a former leader in the IT department, but when she was the a part of IT, she actually made decisions. Whether people agreed with those decisions all of the time or not, at least a decision was made. At least we could move forward. Ever since she was promoted, IT has been STALE. It has fallen to depths that previous employees probably wouldn't dream possible.

    IT middle management are rockstars, but the problem is they care about their employees too much. They actually want to see their employees succeed, which is a problem because the their leadership seems to have a different agenda. Because the SD and TI manager put their necks on the line for employees, they are constantly blamed for things they have no control of. When I started at JMM in 2013, there were 40 people in the IT department. When I left in 2015, there were 20, yet middle management was expected to churn out the same, if not more, amount of work, and if they didn't, they were chewed out.

    When Joyce decides that she is ready to retire and spend time with her husband (HIGHLY deserved, she is a fantastic speaker, preacher and woman), this ministry will FOLD. Hand of Hope will continue to do great work because the CEO of HOH CARES.

    Advice to Management

    Cut the crap. Stop sweeping the trash under the rug. Get rid of the people who HURT the name. Get rid of the man who has constant complaints of sexual harassment, even if that means that the ministry takes a hit. Think of the employees who have been in a really horrible situations because of HIS actions.

    Allow the HR team to do their job.

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