Job Details
Job Location: Central Services - Whitestown, IN
Position Type: Full Time
Education Level: 4 Year Degree
Salary Range: Undisclosed
Job Shift: Monday thru Friday
Job Category: Human Resources
Description
CULTURE & SPIRITUAL LEADERSHIP
Traders Point Christian Church defines our culture by these three gospel-centered values: humble, hungry and healthy. We expect and hold staff accountable to live out these values through their daily behaviors. We expect staff to humble themselves before God and others, work hard and unto God to advance His mission. We expect staff to focus on their health: relationally, physically, mentally and spiritually. We expect staff to be active members of the church who contribute to the church’s mission and vision. We expect staff to serve as spiritual leaders to our church body by being part of a group, serving, attending service and tithing.
JOB SUMMARY
The People Operations Director is responsible for managing essential human resources functions, including compliance, employee relations, compensation, benefits, payroll and hiring practices within the church. This role ensures that HR policies and procedures are effectively implemented and aligned with the church’s mission and values. The People Operations Director will focus on maintaining a supportive workplace environment, addressing employee concerns, and managing key HR processes to enhance organizational effectiveness & the overall staff experience.
SUPERVISORY RESPONSIBILITIES
- Directly supervise the Talent Acquisition Manager & Staff Counseling Pastor.
DUTIES/PRIMARY JOB PRODUCTS
Compliance:
- Ensure all HR policies and practices comply with relevant employment laws and regulations, as well as the church’s values.
- Regularly review and update staff handbooks and policies to reflect best practices and legal requirements.
- Create and implement HR policies and procedures that support the church’s mission and enhance operational efficiency.
- Provide guidance to leadership and staff on policy interpretation and implementation.
Employee Relations:
- Serve as the primary point of contact for staff concerns, facilitating resolutions and fostering a positive work environment.
- Conduct investigations into staff complaints, misconduct & performance issues and provide recommendations for resolution.
- Provide training and resources to managers on effective employee relations practices, conflict resolution, and fostering a positive team culture.
Compensation:
- Develop and manage competitive compensation structures that attract and retain top talent, ensuring alignment with the church’s mission and values.
- Conduct regular market analysis to assess the church’s compensation offerings, making strategic adjustments as necessary to remain competitive.
- Collaborate with leadership to develop performance-based compensation strategies that motivate and reward staff effectively.
- Provide guidance on salary negotiations and compensation-related inquiries, ensuring transparency and equity.
Benefits:
- Design, implement, and manage staff benefits programs that support well-being and satisfaction, including insurance plans, 403(b) retirement plans, life and AD&D insurance plans and employer-sponsored plans & wellness initiatives.
- Conduct regular reviews of benefits offerings to ensure they meet the needs of staff and remain competitive.
- Act as the primary point of contact for staff questions regarding benefits, including managing the annual open enrollment process.
- Manage leave of absence requests, ensuring compliance with legal requirements and providing support to staff throughout the process.
Payroll:
- Oversee the payroll process, ensuring accurate and timely processing of employee wages, deductions, and benefits.
- Ensure compliance with federal, state, and local payroll regulations and reporting requirements.
- Collaborate with the finance team to maintain accurate payroll records and resolve discrepancies as needed.
- Provide guidance and support on payroll-related inquiries from staff, ensuring transparency and understanding of payroll policies.
- Regularly review payroll procedures to identify opportunities for process improvements and efficiency gains.
Hiring:
- Develop and implement recruitment strategies in collaboration with leaders to attract qualified candidates that align with the church's beliefs and values.
- Oversee the full recruitment cycle, from job postings to onboarding, ensuring a positive candidate experience & attracting top talent.
- Monitor recruitment metrics and outcomes, making data-informed adjustments to enhance overall hiring success.
- Provide guidance and support to the Talent Acquisition Manager in developing innovative sourcing strategies and best practices to attract diverse and high-quality candidates.
Data Management:
- Maintain accurate and up-to-date staff records, ensuring confidentiality and compliance with data protection regulations.
- Analyze HR metrics from the HRIS to inform decision-making and enhance people operations strategies.
Other:
- Stay informed about industry trends and best practices in human resources and compliance.
- Manage relationships with external HR consultants and vendors as needed.
- Monitor and manage departmental budgets related to people operations, ensuring alignment with the church’s financial goals and responsible expenditure of resources.
- Perform other duties as required.
- Job description is subject to change based on the organization’s needs.
INTERNAL AND EXTERNAL RELATIONSHIPS
- Reports to the Chief People Officer.
- Builds & maintains relationships with external consultants & vendors.
REQUIRED SKILLS/ABILITIES
- Excellent verbal and written communication skills.
- Excellent interpersonal and negotiation skills.
- Excellent organizational skills and attention to detail.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Strong supervisory, leadership and team management skills.
- Strong ability to interpret and communicate data.
- Ability to adapt to the needs of the organization and staff.
- Ability to prioritize tasks and delegate them when appropriate.
- Ability to exercise a high degree of sound and practical business judgment about HR best practices.
- Thorough knowledge of employment-related federal, state and local laws and regulations.
- Thorough knowledge of federal, state and local regulations and compliance requirements related to employee benefits.
- Proficient with Microsoft Office Suite or related software.
- Experience managing and utilizing an HRIS to support HR functions and reporting.
- Ability to work independently, self-starter and take initiative.
EDUCATION & EXPERIENCE
- Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or related field required; Master’s degree preferred.
- Minimum of 7-10 years of experience in Human Resources is required.
- 7+ years of experience working in a management-level position is required.
- HRCI/SHRM certification is preferred.
PHYSICAL DEMANDS/WORK ENVIRONMENTS
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift 15 pounds at times.
- Travel is primarily local, although some overnight travel may be required.
CLASSIFICATION
Exempt/Non-Exempt: Exempt
Full or Part Time: Full-time
Work Schedule: Monday – Friday (9:00am – 5:00pm)
Qualifications
