Human Resources Manager

The Human Resources Manager provides strategic and hands‑on HR support with a primary focus on corporate/Support Center recruiting, field employee relations, and HR process improvement, working closely with the broader HR team, including Payroll and Benefits, to ensure alignment across HR functions. This position builds relationships with employees, employee groups, and business leaders to communicate policies and programs, and provides guidance on organizational change and process improvement. This role reports directly to the Director of HR and plays a key part in ensuring legal compliance and advancing the organization’s vision, mission, values, and strategy. MINISTERIAL DUTIES These responsibilities are critical to the FCA mission and this position plays a vital role in our ministry. FCA expects all functions and responsibilities outlined below to be carried out with a heart surrendered to serving God as a form of worship. Agree with, and abide by, FCA's Christian Community Statement. Follow a spiritual rhythm including daily prayer and Bible study to seek the Lord's will for FCA. Lead, conduct and provide spiritual leadership for staff, volunteers, coaches and athletes through prayer, Bible study, worship and living by example so they are equipped to serve others. Connect to and participate in a local church through worship and weekly involvement. Conduct yourself in a manner that affirms biblical standards of conduct in accordance with FCA's Christian beliefs (see FCA's Christian Community Statement) at all times. ROLE RESPONSIBILITIES Provide backup and support to the Director of HR and EVP of HR and all internal HR departments (Hiring, Payroll and Benefits). Serve as a primary point of contact for field employee relations matters, partnering with the Director of HR on case allocation. Independently manage assigned employee relations cases, including investigations, coaching/performance improvement plans, and disciplinary actions, in accordance with FCA policy. Escalate high‑risk or sensitive matters (e.g., harassment claims, potential litigation) to the Director of HR. Manage employee relations tools, including performance improvement and coaching plans. Conduct occasional travel to field locations to support field staff in person. Oversee exit interviews and provide advice and recommendations to leadership based on findings. Provide backup and support to the Director of HR on Hiring‑related functions. Lead full‑cycle talent acquisition for Support Center and executive leadership positions, including sourcing, screening, interviewing, and offer coordination. Identify talent acquisition needs and develop/execute best practices for hiring and talent management at the Support Center and executive leadership level. Develop and execute best‑practice hiring strategies, including recruiting platform and job board management. Partner with hiring managers to build role‑specific hiring plans and improve candidate experience. Monitor and ensure organizational compliance with federal, state, and local employment laws and recommended best practices. Identify inefficiencies in HR processes and lead initiatives to streamline workflows, documentation, and systems. Serve as a trusted advisor to field and Support Center leaders on organizational change, process improvements, and HR program communication. Edit and manage HR corporate policies, procedures, and correspondence, ensuring current and accurate policies are posted for all staff. Conduct research and analysis of organizational trends using HRIS reports and metrics. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law; communicate policy/practice changes to the Director of HR and EVP of HR. Collaborate with the HRIS Manager to ensure accuracy of employee data. Assist with management of departmental budget and expenses. Perform other duties as required. COMPETENCIES Professionalism: proper use of English, grammar, spelling, punctuation, and vocabulary necessary to perform duties required. Excellent oral and written communication skills; effective presentation skills. Strong analytical and strategic thinking skills; successful problem solver. Strong management presence, influence, and adaptability; able to work effectively across business units and at all levels. Ability to work independently with minimal supervision, while building and maintaining effective relationships. Ability to balance multiple priorities and complex issues under pressure, meeting deadlines and objectives within established time constraints. Highly organized with strong attention to detail; excellent planning and organizational skills. Proficient in Microsoft Suite Office (Word, Excel, PowerPoint, Outlook). Knowledge of federal/state employment law. Ability to promote teamwork and cooperation within HR, Support Center, and field staff. Knowledge of or interest in sports ministry. Mature Christian. EXPERIENCE Bachelor's degree in Human Resources, Business Administration or related field required. SHRM-CP or SHRM-SCP certification with 3 years' experience preferred or 5-7 years' experience without SHRM-CP or SHRM-SCP certification. Ministry experience preferred. This position is eligible for remote or hybrid work. #J-18808-Ljbffr