Do you love managing the human resources that God has provided to your organization? Do you want to do that for a church (maybe your church!). If you love the big picture elements of search process, salary tiers, etc as well as the administrative duties of HRIS oversight and executive and hours / job description review and upkeep, than we have the role for you. We have an award winning HR culture that we are looking for the right humble, organized and mature leader to take ownership of. We want that transition to a new role to look with one eye toward the future and with one eye connecting the past.
OBJECTIVE:
The purpose of this role is to lead our staff and church in the management and leadership of our human resources in regards to managing the hiring and firing process, protecting and setting the culture, HR administration upkeep and best practices and more. The role ensures compliance with employment laws, fosters a healthy, Christ‑centered work culture, and aligns personnel strategies with the church’s mission and values. This position reports to the Executive Pastor and is a part of the Management Leadership Team (MLT) and reports, as needed, to the Senior Leadership Team (SLT). We expect the HR Manager to provide strategic guidance on recruitment, compensation, employee relations, benefits, training, and compliance.
GIFT/SKILL SET:
Leadership
Communication
Strategic Thinking
Team Development
Interpersonal Skills
Volunteer Recruitment
Volunteer Training
EXPECTATIONS:
- Live an exemplary life modeling the call, character and competencies of a minister of the gospel of Jesus Christ.
- Be a servant leader to his or her staff and teams of volunteers, the families and the overall church body.
- Grow personally in his/her own leadership and ministerial abilities by reading, attending conferences and having godly and professional mentors in his/her life.
- Be involved in the overall life of the church body by actively participating in a community group and church-wide events and functions.
- Be an excited and contributing member of the RHCC staff team.
RESPONSIBILITIES:
Strategic HR Leadership
- Provide full‑cycle HR leadership—recruitment, onboarding, performance management, compensation, benefits, training, and separation—for all campuses in collaboration with and under the counsel of the Executive Pastor.
- Collaborate with Executive Pastor, senior leadership, ministry heads and campus pastors to align staffing plans, compensation strategies and HR policies with the church’s mission and growth strategy.
- Develop HR metrics and reports to inform organizational planning and budgeting.
Recruitment & Onboarding
- Partner with ministry leaders to forecast staffing needs and create job descriptions; manage recruitment, interviewing and hiring processes.
- Lead orientation and onboarding to ensure new hires integrate into the church community and understand its mission.
Employee Relations & Culture
- Champion a healthy workplace culture that reflects biblical values—servant leadership, integrity and grace.
- Serve as the primary contact for employee relations issues; mediate conflict using biblical principles such as Matthew 18 and Ephesians 4.
- Conduct investigations when necessary and advise leadership on disciplinary actions.
Policy Development & Compliance
- Develop, update and enforce HR policies, employee handbooks and standard operating procedures in line with church values and applicable laws.
- Oversee background checks for staff and volunteers and ensure confidentiality of sensitive information.
- Ensure compliance with federal, state and local employment laws (e.g., FMLA, FLSA, EEO) and oversee annual HR audits.
Compensation & Benefits
- Administer payroll, pastoral housing allowances and benefits programs; coordinate annual benefits open enrollment.
- Conduct market analyses to develop competitive salary structures and recommend pay adjustments.
- Manage the personnel budget, including benefits procurement and staff development funds in collaboration and under the guidance of the Executive Pastor.
Training & Development
- Design and oversee staff development programs, including compliance training, leadership development and succession planning in collaboration and under the guidance of the Executive Pastor. .
- Coach supervisors on performance reviews, conflict resolution and staff coaching; maintain employee evaluation processes.
- Support ministry-specific training such as child-safety and volunteer management.
HR Systems & Records
- Maintain HRIS platforms for timekeeping, benefits enrollment and applicant tracking.
- Ensure accurate record retention systems for HR documents, performance evaluations and compensation analyses.
- Be an active part of the Management Leadership Team (MLT), which manages the support of the overall mission of the church. Report to the Senior Leadership Team (SLT), as needed.
- Any and all duties or tasks directed by the supervisor.
QUALIFICATIONS:
- Education: College-level undergraduate degree; additional education is preferred.
- Experience: Minimum of three years in human resource or the equivalent experience.
- Ability to work flexible hours (including some weekends or evenings) to support major church events and services.
- Spiritual: Personal relationship with Jesus Christ, with evidence of spiritual maturity and a desire to grow in faith. Agreement with the church’s statement of faith; demonstrates servant leadership, integrity and a commitment to modeling biblical values in the workplace. Participation in church life (e.g., regular attendance, small groups, serving) and willingness to support the mission through giving and volunteer involvement.
COMPENSATION:
Full-Time | Exempt | Management Staff
Includes Benefits