Responsibilities & Duties

Gospel Rescue Mission’s Human Resources Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization's mission and talent strategy.

Management and oversight include but are not limited to the following:

• Recruitment and Personnel Selection: job description creating, reviewing, and updating interview tools
• Applicant tracking
• Recruitment and Personnel Selection: job description posting, application/resume collection, interviews, pre-employment (drug testing/ background check/motor vehicle authorization), applicant rejection notification
• New employee onboarding
• Employment verifications
• Payroll Preparation: timesheet review, payroll change forms, withholding forms, garnishment/child support deductions
• Compensation: payroll administration; performance appraisals; years of service recognition; processing payroll status change forms
• Employee Notifications: timecards, birthdays, employment anniversary recognition, etc.
• Health & Safety: workers compensation administration; injury recording and reporting; drug testing for all work-related and vehicle accidents, short-term disability claims; calls/emails
• Benefits: reviewing and administering group health, dental, life insurance, short-term disability, supplemental insurance, retirement plan, cafeteria plan/flexible spending accounts; submitting payroll deductions; reviewing and submitting monthly billing/payments; reviewing and implementing paid time off for eligible employees and submit to payroll
• Employee / Employer Relations: communicating policies described in the employee handbook
• Record Keeping: Arizona new hire reporting; e-verify reporting; I-9 verification (file separately); federal and state withholding tax filing; garnishment against wages reporting; benefit enrollment and administration reporting and filing; COBRA administration; anniversary tracking; FMLA administration; additional organization policies; maintaining; filing paperwork in employee files
• Strategic Planning: updating job descriptions and staying current on new trends in working with and protecting the organization's valuable assets; updating or creating policies; communicating organization policies
• Training and Development: staying current on topics that pertain to Human Resources, laws, or policies
• Employee Notifications: timecards, meetings, staff meetings, memos
• Insurance Agency: processing MVR for employees and volunteers, updating and emailing the current drivers list; email correspondence with Small Business Account Manager
• Payroll Preparation

Leadership Team Expectations

• Be consistent with meaningful communication. Give recognition and praise. Provide feedback, mentorship, and training. Find ways to foster a sense of community at work. Create a safe space for failure. Provide strong leadership and a clear vision. Hold yourself and others accountable. Demonstrate good problem-solving skills and abilities. Avoid micromanaging – provide empowerment. Be an effective decision-maker/solution provider. Put people first. Be honest. Be dedicated. Uphold healthy work/life balance
• Provide entire leadership and supervisory support to the Human Resources Team and GRM teams
• In collaboration with COO, manage, address, and coach team situations and responsibilities
• Uphold policy (inclusive of Vision, Mission, and Values), applying sound ethical judgment regarding behavior, conduct, and GRM practices; and escalate, manage, and report issues with transparency and accountability
• In collaboration with COO, participate in interviewing, hiring, training, evaluating, coaching, recognition, disciplining, and termination of direct reports as necessary
• Assist the COO and Executive Team as required to resolve all complaints of guests, staff, volunteers, and partner/outside agencies or entities
• Attend professional training and networking opportunities as directed
• Manage employees’ web-based time and attendance records
• Support and attend GRM team meetings
• Provide weekly reports as directed
• Perform other duties as assigned

Director (Executive) Management

• Provide spiritual support and teaching of staff as needed
• Establish and build healthy Christ-honoring relationships with staff and volunteers as appropriate
• Collaborate and communicate with Citygate Network & the district association as needed
• Oversee assigned volunteers or interns (training, monitoring, evaluation, etc.)
• Attend professional training, and national meetings, as directed
• Assist with the planning and implementation of GRM activities or events as requested by the COO
• Perform other duties as assigned by the COO

Employment Status: Full-time exempt; eligible for benefits; eligible for paid time off

Reports to: Chief Operating Officer (COO)

Vacation Level: 3