Director of Human Resources

POSITION: Fulltime (40 hours per week), Monday through Friday

STANDARDS:

Must be a born-again Christian who is involved with a local fellowship of believers. Must have a valid driver’s license, be able to use Microsoft Suite, be organized and self-motivating, able to multitask and shift focus as the day progresses. Must have a Bachelor’s degree in Human Resources or equivalent experience in Human Resources field; several years in a top-level HR position preferred.

ACCOUNTABILITY: Executive Director

DUTIES: Responsibilities may include, but are not limited to the below.

• HR Strategy and Leadership
• Lead the Mission’s HR strategy, initiatives, systems, policies, and procedures in alignment with leadership, mission, organizational structure, and strategic plans
• Partner with senior leaders to forecast staffing needs, develop workforce plans, support retention, and ensure employees are effectively placed in the right roles
• Prepare monthly, annual, and ad hoc HR reports for leadership
• Protect the confidentiality of personnel, financial, and other sensitive employee information
• Recommend people-policies and initiatives that improve employee experience, engagement, culture, and organizational effectiveness
• Supervise HR personnel, provide guidance, and collaborate with support staff and organizational leaders
• Talent Acquisition and Onboarding
• Coordinate new-hire integration into the Mission’s culture, mission, job expectations, and available resources; include Mission-wide tour into orientation
• Ensure new employees and key volunteers complete required background checks, verify references, and receive a smooth, welcoming orientation and onboarding experience
• Lead full-cycle recruitment for paid positions, including workforce planning, job descriptions, postings, sourcing, candidate screening, interviews, offers, and salary alignment with budget
• Review job descriptions and workforce needs before beginning recruitment for new or replacement positions
• Performance, Learning, and Development
• Deliver or arrange HR-related training, including workplace conduct, anti-harassment, leadership practices, and employee development
• Design, implement, and oversee the performance-management system and annual performance-review process
• Partner with department heads on employee performance, coaching, counseling, development planning, and difficult employee conversations
• Work with Department heads to identify training needs and coordinate professional-development opportunities
• Employee Relations and Culture
• Conduct employee-engagement surveys at least every six months, analyze results, and recommend improvements
• Coordinate wellness initiatives, employee events, all-staff meetings, and other programs that support employee experience
• Foster a culture of open communication, respect, accountability, continuous improvement, and care for employees
• Manage exit-interview and offboarding processes, including feedback collection and organizational follow-up
• Provide an outlet to employees for critical feedback
• Serve as a trusted advisor to leaders and employees on employee-relations matters, including concerns, grievances, complaints, claims, allegations, coaching, discipline, and workplace conflict; provide referrals for pastoral counseling
• Compensation, Benefits, and Payroll
• Administer employee benefits, including health insurance, PFMLA, retirement plans, PTO, and related employee communications
• Coordinate semi-monthly payroll with Finance, ensuring timely and accurate pay, reliable employee data, and appropriate payroll and benefits changes during onboarding and termination
• Manage compensation policies and conduct regular market, equity, and pay-practice analyses; recommend adjustments needed to support fair pay, recruitment, and retention
• Partner with benefits brokers, consultants, vendors, Finance, and executive leadership to select cost-effective, responsive benefit programs
• Compliance, Risk, and HR Operations
• Ensure compliance with wage-and-hour requirements, including the Fair Labor Standards Act and applicable state requirements
• Establish compliant processes for employee discipline, involuntary terminations, offboarding, payroll/benefit removal, and related position or job-description updates
• Maintain accurate, confidential employee records, HRIS data, and retention practices
• Maintain, implement, and annually review the employee handbook, HR policies, procedures, and recordkeeping practices for compliance with applicable federal, state, and local employment laws
• Monitor and mitigate HR-related legal and litigation risk; partner with outside counsel when necessary and respond to legal complaints, unemployment claims, workers compensation, and regulatory matters
• Monitor, update and implement Emergency Disaster Plan
• Oversee annual HR audits and implement corrective actions as needed
• Serve as the primary HR contact for employment-law compliance, including requirements relevant to nonprofit and religious organizations
• Use workforce metrics to analyze hiring trends, employee information, and other key indicators; present findings and recommendations to leadership
• Work with Department Heads to update SOP’s (Standard Operating Procedures) annually and as needed