Director of Human Resources
Position: Director of Human Resources
Classification: Salaried Exempt
Reports To: Director of Operations and Finance
About Us:
Lenawee Christian Ministries exists in partnership and financial support with Lenawee Christian School and the Christian Family Centre to assist them in their efforts of providing a biblically centered quality of life through the promotion of academic excellence, spiritual maturity, and the offering of various pro-family activities in a Christ-centered atmosphere.
Position Summary:
The Director of Human Resources is a key Lenawee Christian Ministries leadership employee responsible for strategically overseeing all aspects of human resources practices and processes within our non-profit organization. This role plays a key part in supporting the mission and vision by ensuring effective HR policies, compliance with employment laws, and fostering a positive workplace culture. The Director of Human Resources will also lead efforts in employee relations, talent acquisition and development, performance management, compensation and benefits, and HR compliance.
Key Responsibilities:
Strategic Leadership & HR Planning
Develop and implement human resources strategies that support the organization’s mission, values, and long-term objectives.
Serve as a strategic advisor to the leadership team on all HR-related matters, offering insight and guidance on workforce planning, culture, and talent management.
Foster a culture of respect, collaboration, and accountability across the organization.
Talent Acquisition & Retention
Oversee the full employee lifecycle, including recruitment, onboarding, and offboarding, ensuring a seamless and mission-aligned experience.
Partner with department managers to develop effective staffing plans, job descriptions, and hiring strategies.
Lead employer branding and outreach initiatives to attract high-quality, mission-driven candidates.
Build and manage internship pipelines through partnerships with universities, faith-based institutions, and local organizations.
Collaborates closely with the Head of School to identify, recruit, and place student teachers ensuring alignment with school needs and educational partnerships.
Employee Engagement & Culture
Design and implement initiatives to enhance employee engagement, satisfaction, and long-term retention.
Lead efforts to cultivate a welcoming and value-aligned workplace where all employees feel respected and supported.
Conduct regular climate and engagement surveys, analyze results, and recommend actionable improvements to leadership.
Collaborates with the President to develop and implement employee relations initiatives, fostering a positive workplace culture and aligning HR programs with organizational goals.
Performance Management & Staff Development
Manage the organization’s performance evaluation process, supporting managers in providing effective feedback and coaching.
Oversee training, learning, and professional development opportunities that align with organizational goals and employee growth.
Support leadership development and succession planning to ensure long-term organizational sustainability.
Compensation & Benefits
Coordinate closely with the finance department on payroll processing, ensuring that all employee data—such as pay rates, PTO, retirement contributions, and benefits—are accurate and up to date.
Serve as the point of contact for compensation-related inquiries, working with department managers to resolve any employee concerns.
Oversee the organization’s compensation strategy, including the annual salary review process, to ensure equity, competitiveness, and alignment with budget.
Manage employee benefits programs and maintain vendor relationships to ensure quality and cost-effective service.
Assess the cost and scope of current benefit offerings in relation to the nonprofit’s budget and staffing needs; evaluate the potential impact of changes on employee retention and recruitment.
Compliance & Policy Management
Ensure ongoing compliance with all applicable federal, state, and local employment laws and regulations.
Maintain and regularly update HR policies, procedures, and the employee handbook to reflect best practices and organizational values.
Partner with the Finance department to ensure department managers and directors follow proper procedures for PTO requests, approvals, and payroll processing.
Monitor changes in labor laws and HR standards, recommending policy or procedural updates as necessary.
Serve as the primary contact for all legal, regulatory, and compliance-related HR matters.
HR Operations
Maintain accurate, secure, and up-to-date HR records and systems (e.g., HRIS), ensuring confidentiality and data integrity.
Prepare HR-related reports and analytics for leadership and the board of directors to support informed decision-making.
Manage the HR department budget and oversee relationships with external vendors and service providers.
Qualifications:
Personal Commitment: A growing personal relationship with Jesus Christ and a strong alignment with the organization’s Christian mission, values, and Statement of Faith.
Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is required. A Master’s degree or advanced HR certification (e.g., SHRM-SCP, SPHR) is strongly preferred.
Experience: Minimum of 7 years of progressively responsible human resources experience, including at least 3 years in a senior leadership role, preferably within a nonprofit or faith-based organization.
Strategic Leadership: Proven ability to develop and implement HR strategies that support organizational goals and cultivate a positive, mission-driven culture.
Talent Management: Demonstrated success in full-cycle recruitment, onboarding, employee engagement, performance management, and staff development.
Compensation & Benefits Expertise: Strong knowledge of compensation planning, benefits administration, payroll coordination, and budget management within nonprofit constraints.
Compliance: Deep understanding of federal, state, and local employment laws, with a track record of maintaining compliance and managing risk effectively.
Communication Skills: Exceptional interpersonal and communication skills, with the ability to build trust, influence leadership, and serve as a compassionate employee advocate.
Analytical & Operational Skills: Experience managing HR systems, reporting, policy development, and operational processes with attention to detail and confidentiality.
Emotional Intelligence: High degree of emotional intelligence, discretion, and integrity, capable of handling sensitive and confidential matters with wisdom and grace.
Cultural Competency: Commitment to fostering a diverse, equitable, and inclusive workplace consistent with Christian values.
Technology Proficiency: Comfortable using HRIS software, applicant tracking systems, and standard business software (e.g., Microsoft Office, Google Workspace).