TITLE: 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.
1. HR Strategy and Leadership
2. 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
3. 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
4. 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
5. 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
6. 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
