Job Description

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).

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