What are the responsibilities and job description for the Director of Human Resources - BYU-Pathway Worldwide position at The Church of Jesus Christ of Latter-day Saints?
The Director of Human Resources develops and aligns the HR strategy and initiatives with the business objectives and delivers integrated operational solutions based on the understanding of organizational needs. The Director of Human Resources works closely with the executive group and senior management teams in supporting talent management and change management. The director is responsible for overseeing and managing regulatory compliance issues for BYU-Pathway, and partners with legal counsel to meet requirements, including compliance and labor related matters. The Director of Human Resources represents BYU-Pathway with the Church’s HR Department (HRD), multiple Church entities, and within the CES-HR community.
This position is responsible for and oversees the following functional areas:
- Compensation & Benefits administration
- Employee relations and performance management
- Talent Acquisition & Talent Management, including onboarding and new hire orientation
- Policy and compliance formulation and implementation to ensure a diverse employment environment
- Compensation, Benefits, and Total Rewards administration and ongoing analysis
All functions are completed to support the organization in building capability and improving talent.
Work Schedule
Regular office hours: Monday–Friday, 8:00 a.m. to 5:00 p.m.
Hybrid with a 2-3 day requirement in office and additional time as needed.
Occasional evening and weekend hours may be required for global coordination
Travel
Periodic domestic and international travel required
Plan, direct, and coordinate work activities for employment, compensation, benefits, training, and employee relations
to support strategic initiatives
to support strategic initiatives
Tasks Include:
- Maintaining an effective and current employee management and HRIS system to automate routine tasks and reports, track essential employee information and work histories, and allow effective information exchange within the organization and to outside entities.
- Establishing and documenting processes to properly select, develop, and retain employees.
- Developing and administering a compensation plan for staff, administrative, and part-time employees that ensures internal equity and external competitiveness.
- Providing and managing reporting and documentation, upon request, to senior leadership for planning and decision-making purposes.
- Assure compliance with federal and state, foreign laws and regulations governing employment
Tasks Include:
- Remaining current with proposed laws and court decisions relating to employment and labor compliance matters, locally and internationally.
- Consulting with third party professionals such as Church legal counsel and other human resource professionals to understand approaches and actions to be taken for matters related to employee relations issues.
- Formulating and implementing policies and procedures to ensure compliance to federal and state, and foreign laws governing employment.
- Advise management on
employee work related issues by
- Meeting with leadership to understand employee and work-related issues and concerns.
- Counseling with leadership on possible solutions to employee relations matters
- Reviewing and documenting verbal and written disciplinary actions prior to acting on performance plan matters.
- Ensure headcount and salaries stay within approved budget
Tasks Include:
- Monitoring new hires and internal changes against approved headcount.
- Monitoring changes in salaries throughout the year during performance reviews and non-discretionary compensation revisions.
- Prepare and manage budget information for the annual budget review to verify compliance with approved headcount, salaries, and employee compensation.
- Administer annual ecclesiastical clearance process
Tasks Include
- Oversee coordination with Ecclesiastical Clearance Office (ECO).
- Preparing annual report for ongoing employment review.
- Notifying and working with senior leadership of non-clearance responses.
- Serve on committees and carry out assignments from those committees
Tasks Include:
- Budget Committee.
- CES-HR Committee.
- DMBA’s Employer Advisory Committee.
- Other Committees as assigned.
Education
:
- Bachelor’s degree in human resources, business management, or other relevant field plus 10 years of experience is required to be successful in this role.
- Master’s degree in human resource management and 8 years is highly preferred.
Experience to be successful
:
- 10 years of experience in human resource management with at least two years of experience managing a human resources team.
Skills to be Successful:
- Demonstrated ability to develop constructive and cooperative working relationships.
- Demonstrated excellence in interpersonal communication skills, with well-developed active listening skills is important.
- Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, and personnel information systems.
- Experience in administering a budget and formulating and implementing employment policies is essential, as well as experience with job analysis and salary administration.
- Experience with insurance and retirement programs is also very helpful.
- Knowledge of human resource software tools and desktop computer skills are essential.
Church employees find joy and satisfaction in using their unique talents and abilities to further the Lord’s work. From the IT professional who develops an app that sends the gospel message worldwide, to the facilities manager who maintains our buildings— giving Church members places to worship, teach, learn, and receive sacred ordinances—our employees seek innovative ways to share the gospel of Jesus Christ with the world. They are literally working in His kingdom.
Only members of the Church who are worthy of a temple recommend qualify for employment. Apart from this, the Church is an equal opportunity employer and does not discriminate in its employment decisions on any basis that would violate U.S. or local law.
Qualified applicants will be considered for employment without regard to race, national origin, color, gender, pregnancy, marital status, age, disability, genetic information, veteran status, or other legally protected categories that apply to the Church. The Church will make reasonable accommodations for qualified individuals with known disabilities.
