Human Resources Director

Indian Rocks Church•Largo, FL

12d

About The Position

About the Role: The Human Resources Director will be responsible for developing and implementing HR strategies, policies, and practices that support our organization's overall business objectives. This role requires a strong understanding of HR best practices, excellent communication skills, and the ability to work collaboratively with all levels of the organization. The HR Director will focus on compensation & benefits, data integrity, policy & process optimization, and ensuring the organization remains compliant with all federal, state, and local regulations. They will serve as the architect of internal policies and procedures, ensuring our systems are scalable and efficient. Essential Functions: Payroll Management & Compensation Strategic Oversight: Oversee the end-to-end payroll processing for all employees, ensuring 100% accuracy and timeliness. Systems Management: Serve as the primary administrator for the HRIS/Payroll system, managing integrations, updates, and troubleshooting. Compensation Analysis: Manage salary bands, conduct benchmarking analysis, and administer the annual compensation review process and merit increases. Benefits Administration Vendor Management: Negotiate with brokers and carriers to secure cost-effective, high-quality benefit plans (Health, Dental, Vision, Life, Disability). Open Enrollment: Lead the annual Open Enrollment strategy, communication, and system configuration. Retirement Planning: Serve as the 403(b) plan administrator. Leave Management: Manage all Leave of Absence (LOA) requests, including FMLA, ADA, and state-specific paid family leave programs, ensuring strict legal compliance. Compliance & Risk Management Regulatory Adherence: Monitor changes in labor laws (Federal, State, and Local) and immediately update internal practices to maintain compliance (e.g., FLSA status, pay transparency laws, EEOC reporting). Record Keeping: Maintain digital and physical personnel files in strict accordance with record retention policies and privacy regulations. Reporting: Prepare documentation and reporting for internal audit processes and workers' compensation claims. Policies, Procedures & Operations SOP Development: Draft, implement, and maintain the Employee Handbook and Standard Operating Procedures (SOPs) for all HR workflows. Process Improvement: Identify bottlenecks in HR administrative processes and implement automation or workflow changes to increase efficiency. Onboarding/Offboarding Operations: oversee the technical aspects of the employee lifecycle, ensuring flawless execution of IT provisioning, HRIS updates, paperwork completion, and final pay calculations. People Assist in the implementation of human resources strategies by supporting department accountabilities, including talent acquisition, staffing, employment processing, compensation, benefits, records management, safety and health, and succession planning. Support recruiting efforts and the selection process, ensuring a positive candidate experience. Advise on the development and implementation of performance management systems and employee development programs. Aid in employee relations, helping to address grievances and resolve conflicts when needed.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Accounting, or Finance required.
Minimum of 7–10 years of progressive HR experience, with at least 3 years in a Director or Senior Manager role specifically overseeing Payroll and Benefits.
Experience with payroll processing and tax laws is preferred.
Advanced proficiency in HRIS/Payroll software
Advanced Excel or Google Sheets skills for compensation analysis and auditing.
Strong understanding of payroll and benefits accounting.
Demonstrate a consistent Christian lifestyle as referenced by the Mission, Statement of Faith, and Leadership Guidelines of Indian Rocks.
Must be an active member of Indian Rocks Church as defined by regular attendance in worship services, regular attendance/involvement in an Indian Rocks Connection Group or Small Group, and commitment to systematic stewardship and faithful in tithing.

Nice To Haves

Master’s degree preferred.
Knowledge of housing allowance, religious tax law, and 403 (b) retirement plan management preferred
SHRM-SCP or SPHR strongly preferred.
CPP (Certified Payroll Professional) or CEBS (Certified Employee Benefit Specialist) is a plus.

Responsibilities

Oversee the end-to-end payroll processing for all employees, ensuring 100% accuracy and timeliness.
Serve as the primary administrator for the HRIS/Payroll system, managing integrations, updates, and troubleshooting.
Manage salary bands, conduct benchmarking analysis, and administer the annual compensation review process and merit increases.
Negotiate with brokers and carriers to secure cost-effective, high-quality benefit plans (Health, Dental, Vision, Life, Disability).
Lead the annual Open Enrollment strategy, communication, and system configuration.
Serve as the 403(b) plan administrator.
Manage all Leave of Absence (LOA) requests, including FMLA, ADA, and state-specific paid family leave programs, ensuring strict legal compliance.
Monitor changes in labor laws (Federal, State, and Local) and immediately update internal practices to maintain compliance (e.g., FLSA status, pay transparency laws, EEOC reporting).
Maintain digital and physical personnel files in strict accordance with record retention policies and privacy regulations.
Prepare documentation and reporting for internal audit processes and workers' compensation claims.
Draft, implement, and maintain the Employee Handbook and Standard Operating Procedures (SOPs) for all HR workflows.
Identify bottlenecks in HR administrative processes and implement automation or workflow changes to increase efficiency.
Oversee the technical aspects of the employee lifecycle, ensuring flawless execution of IT provisioning, HRIS updates, paperwork completion, and final pay calculations.
Assist in the implementation of human resources strategies by supporting department accountabilities, including talent acquisition, staffing, employment processing, compensation, benefits, records management, safety and health, and succession planning.
Support recruiting efforts and the selection process, ensuring a positive candidate experience.
Advise on the development and implementation of performance management systems and employee development programs.
Aid in employee relations, helping to address grievances and resolve conflicts when needed.