The Human Resources Director builds and runs all people operations with strict confidentiality, partnering across every ministry and providing heavy day-to-day support to the Executive Pastors. The role balances hands-on execution with policies, compliance, and culture—delivering timely, accurate HR service that advances the church’s mission. The director partners with senior leadership and ministry leaders to foster a healthy, mission-aligned culture while ensuring timely, accurate HR workflows and impeccable confidentiality. The director will also partner with the Payroll and Benefits Director, overseeing policies and direction while leaving execution to them. This role conveys the core beliefs and teachings consistent with Hope Fellowship church while communicating and interacting with all applicants and outside vendors.

Responsibilities:

Leadership & Partnership:

• Serve as the church’s single point of contact for HR, advising pastors/ministry leaders and supporting the Executive Pastors on staffing, structure, and sensitive matters
• Model confidentiality, pastoral care, and values-aligned decision-making

Talent Acquisition & Onboarding:

• Full-cycle recruiting (requisitions, postings, screening, interviews, offers)
• Draft job descriptions, manage staff background checks/child-protection screening, and new-hire onboarding/orientation

Employee Relations & Culture

• Coach managers, handle conflicts, conduct investigations, and document outcomes
• Drive engagement, recognition, and communication rhythms; uphold the staff handbook and code of conduct
• Plan, oversee, and execute specific staff related events such as but not limited to: Staff Chapel, Staff Holiday Party, Staff Date Nights, Staff Field Day and Staff Serve Day

Compliance & Risk Management (Church Context):

• Oversee Wage & hour/FLSA Policies (exempt/non-exempt, overtime, meal/rest rules as applicable)
• EEO/Title VII/ADA with religious-organization considerations (ministerial exception)
• Oversee I-9 Policies (records retention)
• Oversee Leave Administration Policies (FMLA/state/organizational policies); reasonable accommodations
• Safety/OSHA coordination, incident logs, and workers’ compensation claims management
• Training & Development
  • Equip managers on interviewing, feedback, documentation, and compliance basics
  • Plan core training (child safety, harassment prevention, safety/first-aid)
  • Ensure compliance with federal, state, and local laws concerning personnel and other areas of supervision (503(b) religious organization classification)
  • Maintain complete and accurate personnel records as required by administrative regulations, federal, state and local guidelines
  • Oversee performance review process and upkeep policy and procedure regarding yearly/semi-annually/quarterly reviews 

Offboarding & Transitions

• Manage separations, documentation, final pay, benefits notices, and exit interviews; protect church IP/assets

Systems, Reporting & Audits:

• Streamline employee processes and maintain electronic records
• Maintain HRIS/employee files; produce headcount, turnover, and compliance reports
• Partner with Finance/Legal for audits, subpoenas, and risk mitigation 
• Own all necessary office logistics and equipment/furniture inventory with the ability to anticipate office needs (employees onboarding, offboarding, in office transfers, etc)

Schedule:

• Office Hours: Monday through Friday 8:30am to 4:30pm

You’re a good fit if you are:

• Align with Hope Fellowship mission, beliefs, and values
• Have a growing personal relationship with Jesus Christ
• Previous HR experience (required) in non-profit or religious classification (preferred)
• SHRM or SPHR certification(s) required
• Are an active attendee/member of Hope Fellowship, or will become part of the life of the church upon employment
• Have proficient working ability in Google Suite products and macOS
• Able to work effectively on-site in a fast-paced, ever-changing environment
• Exceptional interpersonal skills with the ability to maintain healthy relationships with supervisors and coworkers
• Self-aware with a high priority of emotional and spiritual maturity, self-discipline and strong personal work-ethic
• Willing to take the initiative to ask questions and solicit feedback
• Maintains professional boundaries yet balanced with a compassionate, grace-oriented disposition
• Proven to be analytical, detailed oriented, with the ability to meet deadlines
• Highly motivated, self-starter that can see the big picture as well as dive down into the details