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 #J-18808-Ljbffr Citygate Network