Human Resources Partner

Life.Church • Edmond, OK

1d

About The Position

The HR Partner is primarily responsible for supporting both leaders and staff members through the events involved in the employee life cycle. This role will determine and recommend compensation amounts, create offer letters, complete personnel changes, and support leaders through development conversations with staff.

At Life.Church, we exist to lead people to become fully devoted followers of Christ. It’s been our mission since 1996 and has guided us every day. Leading people isn’t just an expectation; it’s a necessity. It’s a cornerstone of our culture. That's why we’re always seeking leaders—leaders like you—to bring your skills to life. We are one church meeting in multiple locations, and we want to help you become the person God made you to be.

The Life.Church HR Team supports and partners with our staff and leaders in matters of employment, organizational structure, performance, and compensation; ensuring staff are equipped to do the ministry they are called to do through resources, development, and strategic partnership.

Requirements

• Effective at multi-tasking, time management, and follow up to meet committed timelines.
• Excellent verbal, written, and oral communication skills to clearly explain complicated processes and foster partnerships.
• Effective at process and organizational management to coordinate, structure and provide vision to projects.
• Strong leadership skills and understanding on developing and guiding others.
• Ability to self-motivate, take initiative, make independent decisions, and problem-solve.
• High School Diploma or GED.
• 3-5 years work related experience.

Nice To Haves

• Bachelor’s degree preferred.
• SHRM CP or PHR certification preferred.

Responsibilities

• Serve as a trusted strategic partner to assigned branch leadership, proactively collaborating across all stages of the employee lifecycle—including job creation, onboarding, transfers, performance management, and offboarding—to create seamless, supportive experiences for team members and leaders.
• Consult with leaders to recommend compensation decisions for new hires, internal moves, and promotions, coordinate all corresponding personnel actions in the HRIS to ensure data integrity and timely processing.
• Prepare and deliver accurate offer letters for new hires and internal transfers.
• Provide strategic coaching and guidance to leaders on performance conversations, documentation practices, progressive discipline, and sensitive investigation matters, ensuring consistency, fairness, and legal compliance.
• Own the introductory review process for assigned areas, partnering with leaders to schedule, track, and ensure timely completion of reviews that provide meaningful feedback and set team membersup for success.
• Manage all state leave, FMLA, and ADA accommodation cases from intake through return-to-work, ensuring regulatory compliance while providing compassionate, clear communication to staff and leaders throughout each situation.
• Serve as an accessible resource for staff members, proactively educating them on organizational policies and procedures while helping them navigate complex situations with clarity and care.
• Monitor employee relations trends and turnover patterns within assigned areas, surfacing insights and recommendations to leadership that inform retention strategies and organizational health.
• Meet regularly with the HR Partner –Global, Compensation Partners, Benefits Partners and Recruitment Partners to assess talent health, evaluate staff performance trends, and report on key metrics that inform strategic decision-making.
• Partner with Team Leaders to discuss performance patterns, development opportunities, and succession considerations within their downlines, offering coaching and resources as needed.
• Collaborate cross-functionally with Benefits, Payroll, andLegal teams to resolve complex employee matters and ensure coordinated support.
• Contribute to the continuous improvement of HR processes, policies, and tools by identifying gaps, sharing best practices, and regularly updating the relevant process manuals.
• Build and maintain strong, trust-based relationships across all levels of the organization, positioning HR as a proactive, solutions-oriented partner rather than a reactive function.

Benefits

• Paid parental leave, including maternity, paternity, and adoption leave.
• Generous employer-paid leave for the use of vacation, sick time, and other qualifying reasons.
• Innovative and comprehensive Medical, Dental, and Vision insurance that provides team members with useful resources and savings to navigate their holistic health.
• Life insurance policy provided for all staff members at 2x annual salary at no cost. Additional life insurance coverage is available to purchase.
• Short-Term and Long-Term disability is covered at 100% for full-time qualified staff members.
• Comprehensive wellness and mental health benefits allow staff to proactively invest in their physical and emotional health.
• Generous 401(k) retirement plan allowing a team member to have up to 12.5% (including employee contribution, employer match, and employer discretionary contribution) contributed into their account in their first year. It doesn’t stop there—the more years on staff, the greater the investment!
• $160 annually in development dollars for team members to invest in their professional growth.
• Casual dress and work environment.
• And much more!

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: High school or GED
• Number of Employees: 501-1,000 employees