Central Team Leader - Human Resources

Job Description

Job Description

The Central Team Leader of Human Resources plans and directs the performance, compliance, compensation, and retention strategies at Life.Church. This role is primarily responsible for casting vision and setting the strategy for the Human Resources team, as well as partnering with key stakeholders and teams to ensure progress on our retention and staffing priorities in the church. This role will oversee the development of strategic initiatives, KPI’s and retention strategies for Life.Church and YouVersion and will ensure that the performance, compliance, compensation and retention programs are designed in a way that upholds the culture and ministry of Life.Church. This role will also oversee all employment policies in respect to compliance local and federal regulations. The Central Team Leader  is responsible for casting vision, providing direction, and leading ministry efforts within their teams to outcomes that furtherLife.Church’s mission and reach people for Christ.

At Life.Church, we exist to lead people to become fully devoted followers of Christ. It’s been our mission since 1996 and has guided us every day. Leading people isn’t just an expectation; it’s a necessity.  It’s a cornerstone of our culture. That's why we’re always seeking leaders—leaders like you—to bring your skills to life. We are one church meeting in multiple locations, and we want to help you become the person God made you to be.

The Life.Church HR Team supports and partners with our staff and leaders in matters of employment, organizational structure, performance, and compensation; ensuring staff are equipped to do the ministry they are called to do through resources, development, and strategic partnership.

• Partner with Central Group Leader, Staff Operations to shape the overall leadership, vision, and strategic direction of the Human Resources and Staff Operations team.
• Provide consistent leadership to direct reports through regular one-on-ones, coaching conversations, pastoral care, and clearly communicated expectations aligned to team and organizational goals.
• Develop and implement individualized growth plans for each team member, tracking progress and removing barriers to help them achieve professional and personal development goals.
• Analyze workforce and internal staffing trends (e.g., turnover patterns, talent pipeline health, market competitiveness) to inform recruitment strategies and total rewards recommendations.
• Establish, monitor, and report on key performance indicators for retention effectiveness, including turnover and churn rates, internal promotions, corrective action trends, and qualitative feedback themes.
• Present regular retention insights and strategic recommendations to senior leadership, translating data into actionable next steps.
• Equip and develop team leaders organization-wide through ongoing training, coaching, and consultation on performance management, compensation philosophy, compliance requirements, and HR policies.
• Set the vision and lead the strategy for compensation and total rewards programs that attract, retain, and reward top talent in alignment with Life.Church'smission and values.
• Own the strategy and execution of performance review cycles, including annual reviews, mid-year check-ins, and 90-day onboarding reviews, ensuring consistency and meaningful feedback across the organization.
• Build and steward critical cross-functional partnerships with Payroll, Legal, Benefits, Recruitment, and organizational leadership teams to ensure alignment and operational excellence.
• Own and evolve the employer value proposition in partnership with Benefits and Recruitment, ensuring our offerings remain competitive and compelling.
• Oversee complex employment programs and policies, including visa sponsorship (H-1B, etc.), Employer of Record(EOR) arrangements, and internship program compliance.
• Lead regular audits of critical HR processes to ensure accuracy and compliance, including average hours worked, state and federal leave administration, and payroll practice.
• Design and optimize targeted retention strategies for specific campuses, departments, or roles, partnering with the Learning Team to deploy relevant resources and development opportunities.
• Ensure full compliance with all applicable employment laws and regulations across federal, state, and local jurisdictions, proactively identifying and mitigating risk.

• Ability to self-motivate, make independent decisions, and problem solve with innovation.
• Effective at multi-tasking and time management to meet strict deadlines while remaining flexible and open to change.
• Excellent verbal, written, and oral communication skills to clearly explain complicated processes and foster partnerships.
• Effective at process and organizational management to coordinate, structure and provide vision to projects.
• Strong leadership skills and understanding on developing and guiding others.
• High School Diploma or GED.
• Bachelor’s Degree preferred.
• SHRM SCP / CP, or PHR / SPHR preferred.
• 7+ years of related work experience in Human Resources or People Operations.

• Paid parental leave, including maternity, paternity, and adoption leave.
• Generous employer-paid leave for the use of vacation, sick time, and other qualifying reasons. 
• Innovative and comprehensive Medical, Dental, and Vision insurance that provides team members with useful resources and savings to navigate their holistic health. 
• Life insurance policy provided for all staff members at 2x annual salary at no cost. Additional life insurance coverage is available to purchase. 
• Short-Term and Long-Term disability is covered at 100% for full-time qualified staff members.
• Comprehensive wellness and mental health benefits allow staff to proactively invest in their physical and emotional health.
• Generous 401(k) retirement plan allowing a team member to have up to 12.5% (including employee contribution, employer match, and employer discretionary contribution) contributed into their account in their first year. It doesn’t stop there—the more years on staff, the greater the investment! 
• $160 annually in development dollars for team members to invest in their professional growth. 
• Casual dress and work environment.
• And much more!

At Life.Church, every staff member, and intern is a minister and is expected to engage in the church's ministry fully. We consider ministry readiness and an individual’s capacity to represent Life.Church’s beliefs as a minister during the selection process for all staff and intern positions. An essential function within every position held by a staff member or intern at Life.Church is to uphold and represent the beliefs of Life.Church. Learn more about what we believe at Life.Church. 

While we unite around our mission, we know unity doesn’t mean uniformity. Our calling is too great, and our mission is too important not to be intentional about strengthening our team through diversity. We know that diverse perspectives in race, ethnicity, background, age, and gender are essential to reaching the world for Christ. To learn more about how we strengthen our team through diversity, visit our careers page. 

All data collected in our application process, from resume collection to application questions, is used for recruitment purposes only.