Human Resources Director

Brentwood Baptist Church•Brentwood, TN

About The Position

The Human Resources Director is responsible to Brentwood Baptist Church, under the direction of the Executive Pastor for Central Support, for all aspects of Human Resources and Payroll. This person will plan, develop, organize, implement, direct, and evaluate the church’s Human Resources functions, with dedicated stewardship of our Payroll operations. In addition, this role will provide strategic leadership across the organization by serving as an adviser to the Executive Pastors, the Staff Resource Team, and staff supervisors on employee related issues.

Requirements

Can identify closely with the mission, values, vision, theology, philosophy and methodology of Brentwood Baptist Church.
A mature Christian who demonstrates the Fruit of the Spirit, is growing in their faith and is committed to spiritual disciplines such as Bible reading, prayer.
The proven ability to identify, equip and lead a team of volunteers.
Ability to collaborate, cooperate and function well in a team environment.
Demonstrates strong written and verbal communication skills.
A minimum of a bachelor’s degree in human resources, business administration or relevant field required.
PHR or SHRM_CP certification required.
Ten years of human resource management experience with five years of experience at an administrator or senior organizational level.

Nice To Haves

SPHR or SHRM-SCP or CPP certification and/or Masters’ degree in relevant field preferred.
Prior experience managing Payroll (including disbursements, tax withholdings, and benefits deductions) preferred.
Prior experience with a church or religious organization preferred.

Responsibilities

Ensure the organization’s compliance with all applicable laws and regulations including responsibility to remain current on pending changes that would impact the organization.
Direct the payroll function which includes biweekly payroll processing, personnel action changes, online timekeeping, sick leave/vacation, etc.
Lead the selection, implementation, or enhancement of HRIS and payroll software to automate workflows and improve the employee self-service experience.
Manage comprehensive staffing data to develop and submit the annual personnel budget, ensuring all updates are accurately reflected within the church’s accounting system, Martus.
Develop employee benefits programs such as employee education and advocacy, open enrollment process, insurance and retirement plans and workers’ compensation.
Recommends to Executive Pastor of Central Support any changes to benefits programs that are in the best interest of the church and/or the staff.
Enact and enforce HR policies (and, when appropriate, revise) to foster a workplace culture that aligns with the mission, vision, values, and strategies of the church.
Work with Executive Pastor of Central Support to develop compensation and benefits plans that ensure the church remains equitable internally and competitive externally.
Collaborate with hiring managers on various aspects of the selection process including candidate identification, screening, interviewing, selection, hiring and relocation. This person would guide the overall process for administrative or professional hires and would play a support role in ministerial hires.
Facilitate all aspects of employee onboarding and off boarding processes to ensure their timely completion. Perform employee exit interviews.
Oversee the employee performance management system including establishment of and reporting on employee performance goals and annual review process with an emphasis on aligning employment expectations and job performance across campuses. As needed, work with supervisors to establish a performance management or self-development plan for employees.
Supervise and delegate work, where appropriate, to other HR staff.
Perform other duties as assigned by the Executive Pastor of Central Support.
Provide either one on one coaching or group training opportunities that help supervisors to develop skills such as conflict resolution, performance management, interpersonal communication, team leadership, etc.
Manage ministerial housing allowance program and ensure compliance with church policies in this area (annually).
In conjunction with the hiring manager, coordinate the review and revision of all job descriptions and position profiles prior to any open staff position before posted for hire.
Provide guidance to staff as they develop staffing models for their departments as part of the annual budget preparation process.
Support the Executive Pastors as needed in their role as primary staff liaisons to the Staff Resource Team and Trustees.
Administer various employee engagement surveys such as SRT staff culture survey and Central Support quality survey.
Establish rigorous internal controls and standard operating procedures for data entry, payroll processing, and year-end reporting (i.e. W-2s, etc)