Head of Employee Relations & HR Compliance

SUMMARYThe Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. This role ensures that personnel practices reflect WELS’s mission and theology while maintaining compliance with applicable federal and state regulations.The Director also provides human resources leadership and policy guidance to the synod’s ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters.Working collaboratively with the synod’s areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod.Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance.Oversees development, implementation, and communication of CMM personnel policies and procedures; Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council.Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters.Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator.Collaborates with the synod’s areas of ministry and Financial Services to develop and align the compensation components of the synod’s ministry financial plan.Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee.Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs. Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools.Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning.Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible.Collaborates with Financial Services to ensure accurate payroll data.Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure.Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management.Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training.Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers.Develops and manages the budget for the Human Resources department.Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices.maintains centralized records of nominee data and vacancies.Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices.Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards.Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.Strong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations.Demonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship.Proficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making.Excellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS.Strong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements.Demonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities.A willingness to pursue continuing education to remain current in the fields of human resources, compliance, ministry administration, and organizational effectiveness.EDUCATION AND/OR EXPERIENCEBachelor’s degree in Human Resources, Business Administration, or a related field required (master’s degree preferred)Minimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration.Experience supervising HR staff or leading an HR function required.Experience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures.Professional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).

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