HR MANAGER JOB DESCRIPTION
Winners Chapel Mission to the Americas (WCIMA) is seeking an experienced and dedicated Human Resources (HR) Manager to provide strategic direction and operational oversight across all HR functions. This role is essential to ensuring that HR policies, systems, and practices are compliant with applicable laws and aligned with the Mission’s organizational goals and workforce priorities.
The HR Manager will be responsible for planning, directing, and coordinating key HR activities, including recruitment, employee relations, performance management, training and development, job design, and policy development and implementation. The role also encompasses comprehensive talent management aimed at strengthening organizational effectiveness.
Reporting directly to the National Pastor, the HR Manager will contribute to fostering a professional, respectful, and productive work environment that supports accountability, collaboration, and operational excellence. The successful candidate will help promote the organization’s values and ensure that employees are supported in achieving both individual and organizational objectives.
In addition, the role includes oversight of pastoral welfare, participation in safeguarding-related recruitment processes, and supporting organizational development through structured performance management practices. The HR Manager will operate in accordance with established policies, procedures, and governance standards applicable to nonprofit and faith-based organizational operations, while delivering a full range of HR services, including employee relations support.
The ideal candidate must demonstrate strong professional judgment, integrity, and the ability to work effectively within a value-driven organization. A collaborative approach, sound decision-making skills, and a high level of responsibility and accountability are essential. Familiarity with the operational context of faith-based or nonprofit organizations is advantageous.
KEY RESPONSIBILITIES
- Strategic HR Leadership
- Partner with senior leadership to align human resource strategies with WCIMA’s mission, objectives, and workforce priorities.
- Lead the development and implementation of HR policies, procedures, and systems in line with legal requirements and nonprofit best practices.
- Provide expert HR guidance to leadership on organizational development, workforce planning, and employee engagement.
- Talent Acquisition & Workforce Planning
- Lead end-to-end recruitment processes, including workforce planning, candidate sourcing, interviewing, selection, and onboarding.
- Identify staffing needs and implement effective recruitment and retention strategies.
- Ensure a structured and positive onboarding experience that supports employee astonishment, integration, and productivity.
- Performance Management & Development
- Design and implement performance management frameworks, including appraisals, feedback systems, and development plans.
- Support line managers in addressing performance issues and fostering a culture of continuous improvement.
- Coordinate training, leadership development, and capacity-building initiatives for staff.
- Employee Relations & Engagement
- Serve as a trusted advisor on employee relations matters, including conflict resolution, grievances, and disciplinary procedures.
- Promote a respectful, inclusive, and values-aligned workplace culture.
- Develop initiatives that support staff engagement, motivation, and retention.
- HR Operations & Compliance
- Oversee day-to-day HR operations, including employee records, contracts, HR systems, and benefits administration.
- Ensure full compliance with applicable federal, state, and local employment laws, as well as internal policies and governance standards.
- Monitor HR trends, regulatory changes, and best practices, and update policies accordingly.
- Safeguarding & Risk Management
- Serve as the lead for safeguarding-related recruitment and compliance processes.
- Develop, implement, and monitor safeguarding policies, procedures, and training programs.
- Maintain accurate records and ensure that all safeguarding matters are handled in accordance with applicable regulations and organizational policies.
- Pastoral & Staff Welfare Support
- Provide structured HR support and guidance on staff welfare matters, including transitions, redeployments, and well-being initiatives.
- Work closely with leadership to ensure staff are supported in a manner consistent with organizational values and operational needs.
- Organizational Development
- Support change management initiatives and continuous organizational improvement efforts.
- Conduct workforce analysis and contribute to planning initiatives that enhance productivity and effectiveness.
- Administration & Reporting
- Oversee HR reporting, documentation, and record-keeping to ensure accuracy and confidentiality.
- Develop and manage the HR departmental budget where applicable.
- Prepare periodic reports and insights for leadership to support decision-making.
- General Responsibilities
- Maintain high standards of professionalism, integrity, and confidentiality.
- Carry out additional duties consistent with the scope and level of the role.
- Performs other duties as required.
KNOWLEDGE, SKILLS, AND ABILITIES (KSAS)
- Excellent verbal and written communication skills.
- Excellent interpersonal and negotiation skills.
- Excellent organizational skills and attention to detail.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Strong supervisory and leadership skills.
- Training and/or experience in promoting diversity, equity, and inclusion.
- Ability to adapt to the needs of the organization and employees.
- Ability to prioritize tasks.
- Thorough knowledge of employment-related laws and regulations.
- Proficient with Microsoft Office Suite.
- Proficient in, or the ability to quickly learn, the organization’s HR software, such as ADP.
EDUCATION AND EXPERIENCE
- Bachelor’s degree in human resources, Business Administration, or related field required; master’s degree will be an added advantage.
- At least 10 years of human resource experience required.
- Certifications such as SHRM-SCP, or other related professional certifications, are highly preferred.
BENEFITS
