Director, Human Resources

Description

SUMMARY

The 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. 

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following.

• 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 consistency with WELS theology and alignment with federal and state employment laws and regulations.
• Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters.
• 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; collaborates with synod leadership in supporting and advising on the filling of called worker positions.
• Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; 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.  Communicates employee benefits offered to CMM staff.  Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools.
• Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff.
• 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.
• Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary.     
• Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents.
• 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.
• Supports and advises the Synodical Council, including its Compensation Review Committee.
• Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; 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.
• Performs other duties as assigned in support of the mission and ministry of WELS.

These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job.  Other duties may be assigned.

Qualifications

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• An active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a  deep commitment to the mission, theology, and ministry philosophy of WELS.
• 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.
• Ability to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment.
• 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.
• Demonstrated proactive leadership and initiative in developing and implementing appropriate program goals.

EDUCATION AND/OR EXPERIENCE

• Bachelor’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).