Vice President, Human Resources

Hope Media Group is a multi‑brand ministry. Every story we share, every event we host, and every song we play is done to engage people to love Jesus, serve others, and spread hope. We invite you to become a part of our growing ministry to Love Jesus, Serve Others, and Spread Hope. Vice President, Human Resources Reporting to the Chief Administrative Officer, the VP of Human Resources serves as the leader responsible for the strategy, operations, compliance, and service delivery of Human Resources, including oversight of HMG’s Volunteer function and externalized HR functions. This role partners with executive and organizational leadership to align people strategy with HMG’s mission, values, and strategic priorities; strengthen organizational effectiveness; build leadership capability; manage people‑related risk; and ensure HR programs, vendors, systems, policies, and practices support a healthy, high‑accountability, Christ‑centered culture. Essential Functions People Strategy, Workforce Planning, and Organizational Effectiveness Develop and lead HR strategies that support HMG’s mission, strategic priorities, ministry growth, and long‑term organizational health. Partner with Leadership to assess organizational capability, structure, staffing needs, roles, processes, and systems required to accomplish goals and initiatives. Use industry trends, economic factors, workforce analytics, and internal data to forecast staffing, capability, and organizational needs. Serve as a change‑management leader for organizational transitions, restructures, integrations, and new operating models. Talent Management, Leadership Development, and Succession Planning Lead talent management strategies, including performance management, talent assessment, succession planning, retention, recruitment, and leadership development. Assess the performance and potential of organizational talent and partner with leaders to develop, motivate, and retain high‑potential staff and key leaders. Grow leadership and management capability through assessments, coaching, feedback, professional development, and leadership development opportunities. Coach senior leaders and managers on people leadership, accountability, conflict resolution, team health, and effective performance conversations. HR Operations, Vendor Management, and Service Delivery Provide leadership and accountability for HR operations, HR systems, processes, reporting, service delivery, and the Volunteer function. Oversee externalized HR functions and vendor relationships, including service expectations, issue escalation, process improvement, data accuracy, and accountability for timely and compliant support. Ensure HR processes, calendars, workflows, communications, and reporting support leaders and staff effectively across the organization. Identify and implement practical improvements to HR policies, practices, systems, and service delivery. Employee Relations, Compliance, Policy Governance, and Risk Management Oversee employee relations strategy, sensitive workplace matters, investigations, corrective actions, terminations, and documentation practices in partnership with leadership and legal counsel as appropriate. Ensure HR policies, practices, and processes comply with applicable federal, state, and local laws and regulations. Maintain HR policy governance and support consistent, fair, and values‑aligned interpretation and application of policies across departments. Identify and mitigate people‑related risk related to employment practices, leadership decisions, organizational transitions, and workplace culture. Compensation, Benefits, Total Rewards, and Executive Support Lead compensation, benefits, and total rewards strategy in alignment with HMG’s values, market competitiveness, internal equity, fiscal stewardship, and organizational sustainability. Partner with Finance and the CAO on compensation planning, benefits renewals, cost analysis, benchmarking, and rewards‑related decision support. Actively participate in the executive compensation process and provide HR‑related analysis, recommendations, and materials for executive leadership and board discussions as needed. Culture, Engagement, and Organizational Health Strengthen a healthy work environment and culture that lives out HMG’s core virtues and supports trust, accountability, communication, and staff engagement. Monitor engagement, retention, turnover, morale, and organizational health trends and recommend action plans to address risks and opportunities. Demonstrated Faith Committed to a personal relationship with Jesus Christ. Grounded spiritually and biblically literate. Comfortable praying for co‑workers in team meetings, leading spoken prayer, and participating in ministry prayer meetings and Bible studies. Live Christian principles defined by the ministry’s Statement of Faith & Biblical Beliefs. Participate in on‑air fundraisers and pray for donors as needed. Passion for leveraging the HMG’s media platforms for evangelism and discipleship. Exhibit a strong moral character. Active member of a Bible‑believing local church. Requirements Other duties as assigned. Requirements and Qualifications Bachelor’s degree in human resources management, Organizational Development, Business Administration, or a related field required; equivalent combination of education and progressively responsible experience may be considered. Experience 15 years of progressive experience in Human Resources required. Proven experience in strategic planning, risk management and change management. Proven track record in all areas of Talent Management which includes workforce planning, performance management, talent development, succession planning, employee engagement, employee retention, recruitment/selection and compensation/rewards. Proven ability to impact positive change to the organization’s culture. Successful track record in designing and implementing practical solutions to address organizational needs. Possess knowledge of fundamental HR concepts, experience in creating people strategies, successful management of complex projects, and proven success at building credibility quickly at all levels of the organization, including senior leadership. Experience overseeing HR operations, employee relations, compliance, policy governance, vendor management, and total rewards programs. Experience in fast‑paced changing organization. Experience in a non‑profit ministry a plus. Knowledge, Skills And Abilities Results‑oriented, motivating leader who has strong interpersonal relationship‑building skills with the ability to lead and direct the work of others. Strategic thinker with strong analytical and problem‑solving skills, plus excellent organizational skills. High degree of emotional intelligence with demonstrated ability to influence others. Strong leadership presence and the ability to carry oneself with confidence. Strong relationship management and coaching skills with ability to collaborate and work with all levels within the organization. Demonstrated leadership and team management abilities. Ability to manage ambiguity in a fast‑paced work environment and push through business challenges. Comfortable pushing oneself outside of their comfort zone and focused on continuous development. Drives for results and demonstrates strong sense of accountability and follow through. Self‑directed and willingness to take informed risks. Flexible and highly adaptable to change with intellectual curiosity. Well‑developed listening, consultative and influencing skills that values diverse perspectives. Excellent project management skills, including project planning, tracking and status reporting. Strong written and verbal communication skills. MS Excel and PowerPoint proficiency, intermediate or higher. Heart for Christian Ministry. Person of strong moral character and integrity with ability to maintain confidentiality. Supervisory Responsibilities Immediate supervision over a unit, section or department. Recommends candidates for hiring, termination; prepares and conducts performance appraisals and salary reviews, and applies company policies. Travel As needed for conferences, seminars, organizational meetings, ministry events, vendor meetings, and site visits. Nights/Weekends/Holidays Occasional evenings, weekends, or holidays may be required for board meetings, ministry events, fundraising events, urgent employee matters, or organizational needs. Physical Requirements The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The physical activities may include speaking and expressing ideas, hearing, repetitive motion, light work, and close visual acuity for tasks such as data analysis, transcription, computer use, and extensive reading. Full‑Time Benefits Offerings Medical Dental Vision Health Savings Account with employer contribution Flexible Savings Accounts Company‑Paid Short Term Disability/Long Term Disability EAP (Employee Assistance Program) Generous Paid Time Off (PTO) Three Paid Mission Days Twelve Company-Paid Holidays 403B Retirement with Company Match Group Life Insurance Legal Shield/Identity Theft Protection Access to Marketplace Ministry Chaplains We are grateful for the interest of those who wish to support our hiring efforts. However, Hope Media Group does not accept unsolicited resumes or candidate referrals from external staffing agencies or search firms. Submissions from third parties will not be considered and may be retained without obligation or payment or fees. #J-18808-Ljbffr Hope Media Group