People Operations Director

CULTURE & SPIRITUAL LEADERSHIP

Traders Point Christian Church defines our culture by these three gospel-centered values: humble, hungry and healthy. We expect and hold staff accountable to live out these values through their daily behaviors. We expect staff to humble themselves before God and others, work hard and unto God to advance His mission. We expect staff to focus on their health: relationally, physically, mentally and spiritually. We expect staff to be active members of the church who contribute to the church’s mission and vision. We expect staff to serve as spiritual leaders to our church body by being part of a group, serving, attending service and tithing.

JOB SUMMARY

The People Operations Director leads core HR functions for Traders Point staff, including employee relations, total rewards (compensation and benefits), compliance, payroll, policy, and HR systems. This role ensures our people operations are strategic, staff-centered, and aligned with the church’s mission in a complex and growing ministry context. The right candidate brings both strategic insight and practical execution, helping our staff flourish as they live out their calling within the church. They must be comfortable navigating gray areas, guiding leaders with clarity and care, and reinforcing a culture of grace, accountability, and trust.

SUPERVISORY RESPONSIBILITIES

• Directly supervise the Staff Counseling Pastor.

DUTIES/PRIMARY JOB PRODUCTS

Employee Relations & Staff Care:

• Serve as the primary resource for employee relations matters, investigations, and conflict resolution.
• Coach leaders through difficult conversations and performance challenges while providing practical tools, templates, and process guidance.
• Ensure consistent, legally sound, and values-aligned practices rooted in our staff behaviors, policies, and culture.
• Manage and oversee the offboarding process to ensure respectful, compliant, and clear transitions for departing staff.
• Facilitate exit interviews and gather feedback to inform continuous improvement of the staff experience.
• Champion a workplace culture marked by clarity, accountability, and grace—reflecting biblical principles and genuine care for staff.

Total Rewards (Compensation & Benefits):

• Build and execute a total rewards strategy in partnership with the CPO, ensuring alignment with organizational values and priorities.
• Develop and manage salary structures, benchmarking processes, and performance-based reward systems.
• Oversee benefits design and administration, including open enrollment, vendor relationships, and compliance.
• Equip staff to better understand and engage with their benefits through education, tools, and accessible communication.
• Train and support managers on compensation practices to ensure alignment, consistency, and clarity across the organization.
• Serve as the primary contact for staff questions related to benefits, leave, and wellness offerings.

HR Compliance & Policy

• Ensure HR policies and practices comply with all applicable laws and reflect the church’s values and high standards for staff conduct.
• Maintain and evolve the staff handbook, disciplinary framework, and documentation processes to support clarity and consistency.
• Stay ahead of legal and regulatory changes and proactively advise the CPO and senior leaders on implications and necessary updates.
• Equip leaders with training and tools to understand and apply key policies in alignment with our culture of care, grace, and accountability.

Payroll & HR Systems

• Oversee end-to-end payroll operations in partnership with Finance, ensuring accuracy, timeliness, and compliance with all regulations.
• Manage employee data and HR reporting through the HRIS, leading regular audits and process improvements.
• Identify and implement system enhancements and operational efficiencies that streamline the employee experience.
• Serve as the internal expert on HR systems, ensuring data integrity and effective use of reporting to inform decisions.

Leadership & Collaboration

• Supervise the Staff Counseling Pastor, ensuring integration of staff care within broader people operations efforts.
• Serve as a trusted advisor to leaders across the organization, balancing care, accountability, and clarity in all interactions.
• Ensure alignment between hiring practices and total rewards strategies, including compensation planning and offer reviews.
• Provide tools, templates, and compliance oversight for hiring practices.
• Support hiring managers with guidance on compensation and policy questions during the hiring process.
• Act as a strategic thought partner in shaping organizational health, structure, and people strategies in a season of rapid growth.
• Lead and support cross-functional HR projects, ensuring timelines, communication plans, and change management strategies are aligned with organizational priorities.
• Collaborate with the People & Development team on internal communications to ensure HR-led initiatives are clearly communicated and well-integrated across the staff experience.

Other:

• Stay informed about industry trends and best practices in human resources and compliance.
• Manage relationships with external HR consultants and vendors as needed.
• Monitor and manage departmental budgets related to people operations, ensuring alignment with the church’s financial goals and responsible expenditure of resources.
• Job description is subject to change based on the organization’s needs.

INTERNAL AND EXTERNAL RELATIONSHIPS

• Reports to the Chief People Officer.
• Builds & maintains relationships with external consultants & vendors.

REQUIRED SKILLS/ABILITIES

• High EQ and strong relational instincts.
• Strategic mindset with a bias for execution.
• Exceptional communicator—clear, kind, and confident.
• Strong HR judgment with a solutions-oriented approach.
• Fluent in compensation, benefits, and compliance.
• Comfortable in a dual-role environment (staff are both employees and part of the church).
• Skilled at using HR systems (HRIS), data, and reporting to drive decisions and improvements.
• Able to adapt to change, lead through ambiguity, and thrive in a fast-paced, growing environment.
• Committed to upholding the church’s mission and modeling its staff behaviors in all people practices.

EDUCATION & EXPERIENCE

• Bachelor’s degree in HR, Business, or related field (Master’s preferred)
• 7–10 years in HR, including leadership experience
• Demonstrated experience in employee relations and total rewards
• SHRM-CP/SCP or HRCI certification preferred
• HRIS proficiency required; experience leading process improvement preferred

PHYSICAL DEMANDS/WORK ENVIRONMENTS

• Prolonged periods of sitting at a desk and working on a computer.
• Travel is primarily local, although some overnight travel may be required.

CLASSIFICATION

Exempt/Non-Exempt: Exempt

Full or Part Time: Full-time

Work Schedule: Monday – Friday (9:00am – 5:00pm)