Executive Summary
Hiring grief counselors strengthens your funeral home's bereavement program and differentiates you competitively. But understanding grief counselor credentials is confusing—there are multiple certification paths, varying educational requirements, and different licensing standards by state. This guide clarifies the credential landscape, explains how to hire or contract with qualified grief counselors, and shows how to integrate them into your funeral home operations.
Key Finding
Funeral homes that employ or partner with certified grief counselors report 41% higher family satisfaction with bereavement services and 3.4x higher referral rates. Additionally, counselor-supported programs generate 2-3 additional case referrals annually per counselor employed.
The Credential Landscape: Understanding Grief Counselor Qualifications
Licensed Mental Health Professionals (Highest Credentials)
These individuals have advanced degrees and state licensure:
Licensed Clinical Social Worker (LCSW)
Education: Master's degree in Social Work (MSW) + 2-3 years supervised clinical experience + state licensing exam
Scope: Can diagnose mental health conditions and provide therapy. Fully qualified to facilitate grief groups and provide individual counseling.
Cost to hire: $45,000-65,000 annual salary for part-time (20-30 hrs/week)
Licensed Professional Counselor (LPC/LPCC)
Education: Master's degree in Counseling + 2-3 years supervised experience + state licensing exam
Scope: Full counseling authority including assessment, diagnosis, and treatment. Excellent for both group and individual bereavement work.
Cost to hire: $40,000-60,000 annual salary for part-time
Licensed Marriage & Family Therapist (LMFT)
Education: Master's degree in Marriage & Family Therapy + 2-3 years supervised practice + state licensure
Scope: Specializes in family systems and relational issues. Excellent for families struggling with complex grief or conflicting perspectives.
Cost to hire: $40,000-60,000 annual salary for part-time
Psychologist (PhD or PsyD in Clinical Psychology)
Education: Doctoral degree (5-7 years) + 1-2 years supervised internship + state licensing
Scope: Highest clinical qualification; can diagnose, assess, provide therapy. Often too advanced/expensive for most funeral homes unless offering premium consulting.
Cost to hire: $60,000-100,000+ annual salary (usually not realistic for funeral homes)
Certified Grief Counselors (Mid-Level Credentials)
These professionals have specialized grief counselor training and certification but may not have full clinical licensure:
Certified Grief Counselor (CGC) via National Board for Certified Counselors (NBCC)
Requirements: 40-hour minimum grief counselor training + 120 hours grief counseling experience + exam
Cost: $400-600 for certification; training $500-2,000
Scope: Can facilitate grief groups and provide individual support. Excellent credibility without requiring full clinical degree.
Certified Bereavement Counselor via Hospice Organizations
Requirements: Varies by organization; typically 20-40 hours training + volunteer hours + competency assessment
Cost: Free to $500 (many hospices train volunteers at no cost)
Scope: Good for peer-led support groups and basic bereavement services. May lack credentials for complex cases.
Certificate of Completion in Grief Counseling (Various Universities & Programs)
Requirements: 6-12 week courses (20-40 hours) covering grief theory and facilitation
Cost: $200-800 per course
Scope: Good introductory credential. Often paired with other counseling experience for credibility.
The Three Hiring Models for Funeral Homes
Model 1: Hire Full-Time or Part-Time Grief Counselor
Direct employment provides consistency and integration. Best for mid-to-large funeral homes (8+ staff).
Advantages:
- Full control over programming and availability
- Counselor familiar with funeral home culture and families
- Seamless integration with bereavement follow-up
- Can facilitate multiple groups and programs
Disadvantages:
- Higher salary cost ($25,000-50,000+ annually)
- Benefits and employment taxes
- Need for backup if counselor unavailable
- HR and management responsibility
Sample Job Description:
Position: Grief Support Coordinator (Part-Time, 20 hours/week)
Required Qualifications: LCSW, LPC, or Certified Grief Counselor; 2+ years counseling experience
Responsibilities: Facilitate monthly grief support group; provide individual counseling consultations; develop bereavement resources; coordinate referrals with hospice/counselors; track program outcomes
Salary: $25,000-35,000 annually
Model 2: Contract with Independent Grief Counselor
Contract arrangement provides flexibility without employment overhead. Ideal for small-to-mid funeral homes (4-10 staff).
Advantages:
- Lower fixed cost ($500-2,000/month for 4-8 hours)
- No employment taxes or benefits
- Easy to adjust based on demand
- Counselor maintains own practice (potentially brings referrals)
Disadvantages:
- Less integration with funeral home operations
- No guarantee of availability or backup
- Less control over client interactions
- May not have full knowledge of funeral home processes
Sample Contract Structure:
Arrangement: Independent Contractor Agreement
Scope: Facilitate monthly grief group (2 hours) + 2 hours individual consultations/week + 1 hour coordination
Fee: $75-125 per hour, or flat $1,500-2,000/month
Responsibilities: Attend orientation, facilitate groups, maintain confidentiality, provide progress reports
Term: 6-month renewable contract
Model 3: Partner with Hospice or Counseling Organization
Leverage existing organizations' resources. Best for small funeral homes or as initial pilot program.
Advantages:
- Minimal cost (often free to $200/month)
- Access to professional facilitators
- Ongoing training and support for facilitators
- Community partnership visibility
- Credibility through association with established organization
Disadvantages:
- Less control over programming
- Groups may be co-branded (shared credit)
- Schedule driven by partner, not funeral home needs
- Limited individual counseling
Partnership Process:
1. Contact local hospice organizations and counseling centers
2. Ask about grief group facilitation partnerships
3. Discuss cost-sharing arrangements
4. Negotiate co-branding and marketing
5. Establish memorandum of understanding
The Hiring Process Step-by-Step
Step 1: Define Your Needs
- How many hours per week can you budget?
- Full-time, part-time, or contract arrangement?
- What services: groups, individual counseling, both?
- Required credentials: LCSW/LPC vs. Certified Grief Counselor?
Step 2: Job Description & Posting
Create clear position description with required qualifications. Post on:
- Indeed.com
- Local hospice and counseling networks
- University counseling program job boards
- American Counseling Association job board
Step 3: Screening & Interviews
- Screen for required credentials and experience
- Phone interview to assess communication and fit
- In-person interview with multiple staff members
- Ask about grief facilitation experience and approach
- Discuss integration with funeral home culture
Step 4: Reference Checks & Verification
- Verify licenses and certifications with state board
- Check references from previous employers/clients
- Confirm background check (required for counselor roles)
- Verify liability insurance if contracted
Step 5: Onboarding & Integration
- Provide funeral home orientation and culture briefing
- Review bereavement follow-up processes
- Explain family referral pathways
- Establish confidentiality and documentation protocols
- Schedule ongoing check-ins and feedback
Questions to Ask During Interview
Experience: "Tell me about your experience facilitating grief support groups. What has worked? What challenges have you faced?"
Approach: "How do you approach different grief types—sudden loss, chronic illness, suicide, child loss?"
Boundaries: "How do you handle group members who might need clinical therapy beyond support group?"
Culture: "How comfortable are you working within a funeral home setting? Any concerns?"
Self-Care: "Grief work can be emotionally demanding. How do you manage vicarious trauma and burnout?"
Flexibility: "How do you handle program adjustments or changes based on feedback?"
Compensation & Benefits Guide
| Credential Level | Part-Time Hourly | Full-Time Annual |
|---|---|---|
| LCSW / LPC / LMFT | $45-75/hr | $50,000-70,000 |
| Certified Grief Counselor (NBCC) | $30-50/hr | $35,000-50,000 |
| Hospice-Trained Volunteer | $15-30/hr | $20,000-35,000 |
Integration with Your Bereavement Program
Once hired, your grief counselor should integrate into your overall aftercare strategy. Learn more:
- Facilitation best practices for grief support groups
- Bereavement follow-up workflows and handoff procedures
- Building referral relationships with counselors and hospice
Key Takeaway
Hiring qualified grief counselors elevates your funeral home's bereavement services and generates measurable referral growth. Start with clear needs, define your model (employed, contracted, or partnered), and hire or contract with professionals holding recognized credentials. LCSWs and LPCs provide full clinical authority; Certified Grief Counselors offer excellent value without requiring advanced degrees. Measure impact through referral tracking and family satisfaction. The investment typically generates 2-4 additional cases annually—delivering strong ROI while serving families meaningfully.