Job description

Job Type: Exempt Full-time Are you looking for an opportunity to use your HR expertise to support an organization that believes in building churches, empowering leaders, championing big dreams, and investing in communities? If so, our client is seeking their first ever Director of Human Resources to join their team! Role Summary The Director of Human Resources supports the organization in carrying out its mission to provide financial services to thousands of churches across the United States by fostering a healthy, thriving, and mission-driven workplace culture. This position provides strategic and operational leadership for all human resources functions, ensuring that organizational policies, practices, and people initiatives align with the values, mission, and long-term objectives of the organization. This highly relational individual values integrity, generosity, excellence, stewardship, humility, and connection while promoting accountability and care for team members. The Director of Human Resources serves as a trusted advisor to leadership and employees, overseeing talent acquisition, employee relations, performance management, benefits administration, compliance, training and development, and organizational culture initiatives. This position requires a balance of strategic thinking, strong interpersonal skills, discretion, and operational excellence. The Director of Human Resources champions the employee experience while ensuring compliance with applicable employment laws and human resource best practices. Major Duties and Responsibilities HR Leadership & Organizational Effectiveness •Serves as the primary resource for all human resources matters across the organization. •Develops and implements human resource policies, procedures, and best practices that support organizational goals and compliance requirements. •Partners with leadership to support performance management initiatives, employee development, succession planning, and organizational effectiveness. •Supports leadership in organizational planning, staffing strategies, and workforce development initiatives. •Advises leaders on policy interpretation, employment practices, and human resource matters. •Produces HR-related reports, metrics, and workforce analytics to support organizational decision-making. •Champions and strengthens WIF's culture by modeling organizational values and fostering a workplace characterized by integrity, generosity, excellence, stewardship, humility, and connection. Talent Acquisition & Employee Experience •Leads talent acquisition efforts, including workforce planning, recruitment, interviewing, hiring, onboarding, and orientation processes. •Facilitates new employee orientation and supports successful onboarding and cultural integration. •Monitors employee engagement and recommends initiatives that strengthen organizational culture, communication, and retention. •Coordinates employee recognition, appreciation, and culture-building activities. Employee Relations & Performance Management •Oversees employee relations matters, providing guidance, coaching, conflict resolution, and recommendations to leaders and staff. •Coordinates performance review processes and assists Directors in goal setting, coaching, and employee development planning. •Provides guidance to leaders on employee relations, performance concerns, workplace practices, and related HR matters. Total Rewards & Benefits •Partners with external and internal stakeholders to administer employee benefits & compensation programs, including health insurance, retirement plans, leave programs, wellness initiatives, salary studies, and related employee communications. •Oversees the development, maintenance, and evaluation of job descriptions to ensure roles, responsibilities, and qualifications are accurately reflected. Learning & Development •Develops and coordinates employee learning, leadership development, and training programs. •Partners with leadership to support employee development and organizational effectiveness initiatives. Compliance & HR Operations •Monitors changes in employment laws and regulations and recommends updates to policies, practices, and procedures to maintain compliance and mitigate organizational risk. •Maintains employee records, the HRIS system, personnel files, and required documentation while ensuring confidentiality and data integrity. •Handles confidential and sensitive information with discretion, professionalism, and integrity. Other Duties •Performs other duties and special projects as assigned by the CFO. Requirements Education •Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field required. •SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification strongly preferred. Experience •Minimum of 5 years of progressively responsible human resources experience, with demonstrated experience independently managing a broad range of HR functions. •Experience managing employee relations, talent acquisition, benefits administration, and performance management required. •Experience serving as the primary HR resource for an organization or business unit preferred. •Experience in nonprofit, faith-based, financial services, or professional services environments preferred. •Prior supervisory or leadership experience preferred. Knowledge, Skills, and Abilities •Strong understanding of employment laws, regulations, and HR best practices. •Exceptional interpersonal, communication, and relationship-building skills. •Ability to handle highly confidential information with discretion and professionalism. •Strong organizational, planning, and project management skills. •Ability to exercise sound judgment and make balanced decisions. •Skilled in conflict resolution, employee relations, and coaching conversations. •Ability to influence, advise, and partner effectively with leaders at all levels. •Strong analytical and problem-solving abilities. •High attention to detail and commitment to accuracy. •Ability to manage multiple priorities and deadlines simultaneously. •Demonstrated commitment to fostering healthy organizational culture and employee engagement. •Ability to work independently while collaborating effectively with diverse stakeholders. Technology Skills •Advanced proficiency with Microsoft Office Suite, including Outlook, Word, Excel, PowerPoint, and Teams. •Experience with Human Resource Information Systems (HRIS) and applicant tracking systems required. •Ability to prepare reports, workforce analytics, and employee-related presentations. •Ability to quickly learn and adapt to new systems and technologies. Spiritual Criteria •Professes Jesus Christ as Lord and Savior. •Pursues personal spiritual growth and connection within a local church. Red Envelope Consulting is an Equal Opportunity Employer. We do not discriminate in employment on the basis of race, color, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.

Requirements

Must-haves

Job Type: Exempt Full-time
Are you looking for an opportunity to use your HR expertise to support an organization that believes in building churches, empowering leaders, championing big dreams, and investing in communities?
If so, our client is seeking their first ever Director of Human Resources to join their team!
Major Duties and Responsibilities
HR Leadership & Organizational Effectiveness
Serves as the primary resource for all human resources matters across the organization.
Develops and implements human resource policies, procedures, and best practices that support organizational goals and compliance requirements.
Partners with leadership to support performance management initiatives, employee development, succession planning, and organizational effectiveness.
Supports leadership in organizational planning, staffing strategies, and workforce development initiatives.
Advises leaders on policy interpretation, employment practices, and human resource matters.
Produces HR-related reports, metrics, and workforce analytics to support organizational decision-making.
Champions and strengthens WIF's culture by modeling organizational values and fostering a workplace characterized by integrity, generosity, excellence, stewardship, humility, and connection.
Talent Acquisition & Employee Experience
Leads talent acquisition efforts, including workforce planning, recruitment, interviewing, hiring, onboarding, and orientation processes.
Facilitates new employee orientation and supports successful onboarding and cultural integration.
Monitors employee engagement and recommends initiatives that strengthen organizational culture, communication, and retention.
Coordinates employee recognition, appreciation, and culture-building activities.
Employee Relations & Performance Management
Oversees employee relations matters, providing guidance, coaching, conflict resolution, and recommendations to leaders and staff.
Coordinates performance review processes and assists Directors in goal setting, coaching, and employee development planning.

Nice-to-haves

SHRM-CP, SHRM-SCP, PHR, SPHR, or similar HR certification strongly preferred.
Experience serving as the primary HR resource for an organization or business unit preferred.
Experience in nonprofit, faith-based, financial services, or professional services environments preferred.
Prior supervisory or leadership experience preferred.

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Health Insurance

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