Purpose and Scope
The Director, Human Resources serves as a strategic partner to the executive team in pro-actively driving the human capital planning, with a heart for the mission of The Gideons International (TGI). Is responsible for leading a highly effective, efficient, and responsive HR team that simultaneously addresses the people requirements of the organization and the needs of individual employees in conjunction with state and federal laws, policy, practices, and priorities. He will provide strategic leadership and operational management of all employee services (ES) and human capital management initiatives, creating alignment within the leadership team and with the mission, vision, values, goals, and overall culture of TGI. With a multi-site and diverse workforce, developing a common HR framework based on TGI’s Employee Experience is vital to promoting cultural consistency and ensuring TGI’s values are front and center in every decision. As a member of the leadership team, provides oversight in the areas of talent management, employee relations including recognizing/promoting racial diversity, organizational development, performance management, compensation, and benefits, learning and development, and internal communications and culture development.
The successful Director, Human Resources strikes a balance through combining Christ-centered spiritual maturity, ability to get results through people, business management skills and courageous leadership by building equity with senior leadership and driving transformative initiatives as the business of the ministry and talent base evolves. This position reports directly to the Chief Financial Officer.
Essential Job Functions
Upholds an abiding, visible relationship with Jesus Christ which is evidenced by a heart for God and translates into a genuine, deep love for others. Is passionately concerned that others also know Jesus Christ as their personal Savior. The fruits of the leader’s faith will show in his character, attitude, time, dedication, church involvement, energy, and wisdom.
Operates as a senior business leader with insights and contributions to the organization’s overall employee service strategy, priorities and future direction.
Leadership of HR team to foster and sustain a Christ-centered, flourishing organizational culture which attracts, retains, motivates and develops a diverse staff of top-quality talent, characterized by a Christ-honoring process, open communication, responsiveness, and mutual trust and respect.
Ensure that all staff are properly onboarded to the organization and that appropriate training and development (in-house and off-site) is provided to keep the organization as a global leader of large-scale ministries.
Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Lead the effective administration and development of the human capital disciplines including organizational design and effectiveness, learning and development, talent and performance management, employee relations plans including cultural/racial diversity, culture and internal communication vehicles, compensation and benefits, HR information systems, HR policies procedures.
Develops a strategy for the human resources division and translates the strategy into tactical actions, outcomes and measures to ensure that the business strategies and objectives of the ministry are achieved.
Promotes employee morale and engagement through the development, communication, and implementation of pro-active employee relations initiatives. Ensures fairness and diversity in all practices.
Establishes wage and salary structure, pay policies, employee benefit programs and services, and wellness and health/medical programs. Works with Chief Financial Officer to review for effectiveness and cost containment.
Implement a performance management process to develop a high-performance organization for regular, on-going feedback where all staff know what is expected of them and that someone cares about them as a person, ultimately delivering high levels of employee engagement.
Develops and recommends strategic compensation plans. Implements compensation programs, policies and procedures (Market studies, merit adjustments, bonus plans, recognition plans).
Ensures enterprise-wide legal compliance as related to all employment laws, HR policies and practices, with state and federal guidelines and regulations.
Responsible for working with executive team on the development of internal communications with employees to create alignment across the organization, bringing employees together under a cohesive culture and aligned with the ministry strategy.
Establishes credibility throughout the organization to be an effective listener and problem solver of people issues.
Manages the operational budget and other financial measures of the HR division.
Keeps human resources team members abreast of organizational initiatives and their impact on requirements of the human resources function; prioritize activities to support their achievement.
Provides technical advice and knowledge to others within the human resources discipline.
Responsible for workforce planning; estimating workforce requirements from a job and competency perspective (number and type) and developing detailed plans to fill them.
Completes special projects or other duties as assigned.
Reports To: Chief Financial Officer
People Management Responsibility: Manager of Talent Management, Manager of Payroll, Compensation & Benefits, HR Coordinator
Works Closely With: (Internally) Executive Director, Executive Committee, Executive Team, Leadership Team, All Employees
(Externally) National Association Executive Directors, Outside Vendors (Legal Counsel, Benefits Agent of Record, Compensation Counsel, Payroll Software Provider, Wellness Coaches, Executive Coaches, etc.)
Essential Knowledge, Skills, and Training & Development
Ability to read, analyze, and interpret highly complex documents.
Ability to respond effectively to the highly sensitive inquiries/issues.
Ability to make effective and persuasive presentations on complex topics.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is required to stand, walk, sit, talk, and hear. Specific vision abilities required by the job include close vision.
Occasional travel by automobile and air.
Bachelor’s degree or higher in Human Resources Management, Business Administration, Organizational Psychology, Finance or related field
Experience in several Human Resources functions (i.e., Talent, Employee Relations, Compensation, Benefits, etc.)
10+ years senior management experience (or equivalent experience) partnering with Executive & Leadership staff, resulting in the development and implementation of creative leadership strategies
Demonstrable passion for The Gideons International mission with an absolute commitment to maintain above reproach ethical standards and Christ-like integrity
A Gideon member in good standing
SPHR or SHRM SCP certifications
If married, wife a member of The Auxiliary of The Gideons International
This Job Description is for general purposes and guidelines only and should not be considered all-inclusive. Neither does the receipt of this job description constitute an employment contract. Furthermore, it should be known that this list of job requirements is subject to change without written notice.