Director of Human Resources

Director of HR/Staff Development
About Company

Samaritan Ministries is a Biblical solution to health care. It is not insurance. We deliver authentic, compassionate, and personal service in the name of Christ to enable and inspire members to provide for one another's medical needs through prayer, encouragement, and financial support.

From demonstrating Christ-centered compassion to modeling best practices in health care sharing, Samaritan Ministries is committed to keeping Jesus at the center of everything we do. The way we interact with our colleagues and engage with our members is a testament that we are ultimately serving Christ and His Kingdom.

Summary

To serve the members of Samaritan Ministries International (SMI) by ensuring the adequate management and oversight of Human Resources/Staff Development policies, programs, and initiatives, as well as managing all aspects of staff relations.
Competencies

• Strategic Human Resources Planning
• Human Resources Management
• Fostering Communication
• Organizational Awareness
• Acting with Integrity, Empathy, and Compassion
• Neighbor Focus
• Pursuing Excellence
• Collaborating with Others
• Emotional Intelligence
• Managing Resources
• Employee Engagement and Retention Management
• Recruitment and Selection

Key Responsibilities

• Cultivating, guarding, and enhancing the Christ-centered culture within SMI that emphasizes Biblical practices, quality, continuous improvement, teamwork, and servant leadership
• Supervising and facilitating the development of the staff of the HR/Staff Development team
• Overseeing the accurate administration of all benefits and payroll
• Developing and coordinating staff engagement and retention initiatives and programs
• Partnering with Compliance & Legal to keep SMI up-to-date and legal on all Human Resource-related documentation, such as staff forms, staff-related postings, etc.
• Monitoring and ensuring compliance with federal, state, and local employment laws and regulations
• Developing HR financial strategies by assisting in the estimating and forecasting of human resource needs (hires, processes, analytics, etc.).
• Conducting research and analysis of organizational trends including review of reports and metrics from the HRIS & ATS platform
• Consistently implementing and communicating all ministry personnel policies and procedures and ensuring proper compliance
• Overseeing all aspects of the employee lifecycle including recruiting, onboarding, employee development, employee discipline, through termination, etc.
• Reviewing staff discipline documentation and participating in staff discipline and termination meetings as necessary
• Serving on the Operating Council (OC) as well as participating in cross functional teams as needed. Assisting in the development of business strategies, and contributing to operational and management decision making in seeking to meet strategic business objectives.
• Partnering with and assisting managers and staff proactively in matters related to staff relations and performance management, including but not limited to: Arranging and attending various staff-related meetings as designated by the VP/CTO and/or the Ministry Cabinet (MC); Organizing, facilitating, and reviewing staff performance reviews; Conducting weekly, bi-weekly, or monthly meetings with peers of other departments to discuss staffing needs, performance, benefits, and compensation of the staff they manage
• Facilitating communication between the MC, middle management, and the staff to develop both trust and operational excellence across the entire ministry
• Conducting investigations whenever complaints, concerns or allegations are raised by staff and/or leadership
• Consulting with legal counsel as appropriate on personnel matters
• Planning and oversight of activities pertaining to compensation and staff relations, such as Payscale, other compensation surveys, Best Christian Workplaces Survey, etc.
• Assisting the VP/Chief Talent Officer & Staff Support Manager in the encouragement and support of staff as needed
• Oversee and conduct (when necessary) exit interviews in the event of staff terminations or resignations

Qualifications and Experience

• Four-year degree from an accredited university or the equivalent combination of education and experience. (Bachelor's degree)
• 5+ years of experience and a proven track record in HR management
• Professional HR Certification (SHRM-CP preferred)
• Strong written and oral communication skills
• Must be able to present complex information in an understandable manner
• Superior people skills (Advanced)
• Ability to coach other leaders on people management techniques (Advanced)
• Thorough knowledge of employment-related laws and regulations (Intermediate).
• Demonstrated ability to lead presentations, meetings, discussions, interviews (Intermediate)
• Demonstrated ability to develop, motivate and encourage individuals
• Ability to establish effective working relationships across all layers of management
• Ability to efficiently and effectively utilize an array of software programs, such as Microsoft Outlook (Intermediate), Word, Excel, PowerPoint, and HRIS & ATS platform.
• Ability to think clearly, strategically, and analytically
• Ability to Maintain confidentiality (Advanced)
• Willingness to grow in skills, knowledge, and capability, in line with goals agreed upon with Manager
• Agreement with the department's vision and objectives

Additional Information

• Tasks are normally conducted in a regular office environment, requiring use of computer and mouse and other standard office equipment. Staff usually remain in a stationary position, often standing or sitting for prolonged periods.
• Staff will observe safety principles while performing the duties of the position
• Staff may be required to travel and have a valid driver's license
• Disclaimer: This job description is intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of responsibilities, duties and skills required of personnel in the classification. Work hours may be irregular including performing duties on evenings or weekends.
• This position requires an active commitment to the mission and values of SMI. In the course of performing job duties, the employee will act in a manner that is Christ-honoring as well as Christ-like, demonstrating a personal Christian faith and witness in all interpersonal interactions.