Position Title: Director of People Operations

Department / Location: People Operations / Central

Supervisor: Executive Director of Operations

Direct Reports: None

Classification: Full-Time / Regular / Exempt

Date of Submission or Revision: 1.1.2023

Date of Approval: 1.4.2023

POSITION SUMMARY

Menlo is a multisite church in the San Francisco Bay area and a member of ECO: A Covenant Order of Evangelical Presbyterians. We are looking for a new Director of People Operations (DoPO) to join our team. Our DoPO will collaborate with the Extended Leadership Team to assess staffing, leadership development, and legal compliance for our church which currently has five campuses throughout the Peninsula and South Bay. The DoPO is an important part of our Business Operations Team supporting all ministries and locations in a matrix organization. You will report directly to the Executive Director of Operations, work closely with the hiring managers, and support all ministries and campuses. All our locations comprise one church where everyone is welcome, nobody’s perfect, and anything’s possible.

The Director of People (DoPO) will be responsible for leading all aspects of Human Resources including recruiting/retention, benefits, hiring/onboarding, performance management, compliance, training and development, and all other HR strategy and operations. Reporting to the Executive Director of Operations, the DoPO is a member of the Executive Leadership Team (ELT) and will be involved in a wide range of strategic planning and internal initiatives, including creating and implementing organizational strategies and staffing plans, policies, and practices. This new position will be responsible for the overall administration, coordination, and operation of HR functions that support the success of the organization and its strategic objectives. This is a full-time, exempt position

Menlo Church desires to grow in our diversity, and we are actively looking to expand the voices that are represented on our Weekend Experience Team. Our ideal candidate will be able to "go with the flow,” express kind-heartedness, do whatever it takes to support our teams, and handle change and conflict in a Christ-like manner. At Menlo Church, our staff is a team of humble, hopeful, and gritty Jesus-followers who do what we do so that people can find and follow Jesus.

ESSENTIAL FUNCTIONS

Recruitment, Hiring, Onboarding, Offboarding, Succession Planning

• Develop strategies to identify talent; establish and conduct recruitment and hiring process for all employees from collaborating with managers on crafting job descriptions through extending job offers


• Manage and conduct general organizational onboarding and orientation for new employees; in collaboration with the Leadership Team (LT), develop and standardize onboarding expectations, schedules, protocols, and procedures across the organization


• Manage and conduct offboarding of staff, including exit interviews; analyze data and make recommendations to the ELT for corrective action and continuous improvement


• In collaboration with ELT, maintain and update a leadership succession plan for the group, and proactively identify new leaders

Professional Development/Performance Management

• Assess organizational needs; identify, manage, and support opportunities for management and employee individual contribution and professional development and growth; work with LT to identify personnel challenges or talent gaps and collaborate to develop solutions to address them


• Oversee performance management activities, including ongoing feedback, documentation of performance issues, annual performance evaluations, and performance improvement plans; collaborate with the ELT to develop and implement new performance management approaches and systems; maintain knowledge of industry trends and best practices in workplace development and change management


• Identify and coordinate ongoing training for staff members, including annual trainings (e.g. workplace safety, sexual harassment), skills-based training, diversity and inclusion training, and other training as needed; in consultation with LT, design and implement a management training program for supervisory staff


• In collaboration with ELT, identify departmental training needs, and assist directors with finding appropriate training resources; ensure that training is being offered to all employees across all programs; monitor and evaluate the success of training programs, following up to ensure training objectives are met


• Provide performance management guidance to supervisors, and support them in carrying out their responsibilities on personnel matters (supervision/coaching, mentoring professional development, and disciplinary actions); provide managers and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles

Regulatory/Compliance

• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines following all applicable laws and regulations


• Provide leadership and direction to ensure compliance with all local, state, and federal employment-related laws and regulations; advise management on necessary actions in alignment with current employment law requirements; provide guidance and training to staff as required


• Maintain in-depth knowledge of changing employment regulations and implement policies, procedures and systems by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations/committees, to ensure regulatory compliance and reduce the organization’s legal risk

Culture/Employee Relations

• Oversee employee events and appreciation activities such as the annual retreat, social events, and group activities, tracking anniversaries, birthdays, and other milestones


• Assess and advance employee engagement and satisfaction


• Serve as HR contact for all employees; proactively engage employees to improve working relationships, build morale, and increase productivity and retention; communicate openly and frequently, keeping staff informed on benefit resources, organizational events and other pertinent information


• Provide leadership and partnership with management and employees to develop, communicate and administer human resource policies and procedures that will maintain and improve employee relations and shape organizational culture


• Exhibit understanding, sensitivity and responsiveness to cultural differences present in the organization and employee population; oversee the creation and implementation of programs that build momentum for diversity, equity, and inclusion


• Manage and resolve complex employee relations issues; where applicable, conducts effective, thorough and objective investigations

Compensation

• Develop and administer a consistent and progressive compensation program including salary surveys and market research to ensure competitiveness within our market

Benefits Management/Payroll

• Monitor budgets for recruiting, training/staff development, and benefits programs


• Manage all HR administration, including the organization’s benefits programs, and provide payroll support to the Finance department; manage relationship with benefit brokers, coordinate annual Open Enrollment, and addresses employee benefits questions; propose additional benefit options pertinent to the organization’s workforce

HRIS/Technology

• Maintain and maximize implementation of human resources information systems (HRIS); track and apply relevant organizational/human resources metrics; contribute information, analysis, and recommendations to strategic thinking and direction; advance use of technology in HR functions and activities to support programmatic and fiscal needs

Strategy

• Collaborate with ELT to assess staffing requirements


• Maintain knowledge of industry trends and best practices in workforce development and change management


• Review and make recommendations to ELT for improvement of the organization’s policies, procedures, and practices in workforce management; propose strategies for organizational development and effective talent management


• Forecast current and future talent needs; gain an in-depth understanding of agency priorities and translates that into workforce planning for the group; provide input on department restructures, workforce planning, and succession planning

PLEASE NOTE: To perform this job successfully, an individual must be able to perform each of the essential duties satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Requirements

• Bachelor’s degree in Human Resources, Business Administration or a related field required; advanced degree in human resources, business, public administration, or related field highly desirable; SHRM-SCP, PHR, or SPHR certification a plus


• Minimum 5 years of HR generalist experience, with extensive exposure to benefit administration, employee relations, performance management, recruitment, HRIS (ideally ADP Workforce Now), and training and development


• Demonstrated leadership skills, with a minimum of two years of supervisory/personnel management experience; experience consulting and educating senior management on HR-related topics


• Familiarity with strategic planning, including compensation practices, data analysis, organizational diagnosis and development; deep understanding of current HR trends in compensation, benefits, and performance evaluation frameworks


• Working knowledge of California and federal laws and regulations affecting employer practices and compliance requirements; specific knowledge of requirements for 501(c)(3) religious organizations preferred


• Experience in revising or developing new HR policies and procedures to meet changing organizational needs, and to support the desired organizational culture


• Resourceful and able to find creative solutions, thinking beyond current systems and approaches, while recognizing the impact of decisions and actions on the entire organization


• Understanding of best practices and experience in building inclusive and engaged workplaces; cultural awareness and sensitivity with lens on racial and gender equity; experience supporting a multi-generation workforce


• Ability to deal with conflict effectively, and to manage difficult situations confidently and calmly; demonstrated ability to coach and counsel both executive-level management and employees; willingness to make decisions


• Excellent interpersonal and communication skills; able to partner effectively with a variety of internal and external stakeholders, including expectation setting; able to influence through listening, writing, and presenting


• Strong project management skills; ability to effectively plan, implement and manage HR programs and functions; ability to implement, explain, and apply relevant policies, procedures, laws, and regulations


• Desire to be part of a hardworking, collaborative, fun, and values-driven team


• An understanding of and commitment to Menlo Church’s mission and guiding principles is a must.


• Completion of minimum 4-hours of sexual assault training within 90 days of hire is required

Physical Demands

• Stand for prolonged amounts of time


• Walk, bend, twist, and kneel


• Climb up and down stairs


• Finger and hand dexterity to operate cameras, computers, and lighting and production gear


• Specific vision abilities required by this job include close, distance, color vision, and peripheral vision; and the ability to adjust focus


• Lift and carry up to 30 pounds with or without assistance

Work Conditions

• Days and hours of work will vary depending on ministry needs


• This position typically works Monday through Friday, with evenings or weekends as needed


• This position regularly works outdoors and will be exposed to a variety of weather conditions, including but not limited to heat, cold, and rain


• Effective November 1, 2021, all Menlo Staff will be required to abide by the Menlo COVID-19 Vaccination Policy.

Menlo Church Spiritual Requirements

• Must have an intimate, personal relationship with Jesus Christ


• Must be a committed disciple of Christ and committed to serving God and the body of Christ


• Must have compatible theology in alignment with ECO essential tenets


• Must be pursuing or active in a community of believers who can speak truth into your life

Salary Range

This position qualifies for pay grade 9: $100,000 - $154,000

This job description is not designed to cover or contain a comprehensive listing of all possible duties, activities, or responsibilities. These requirements may change at any time. The signature below constitutes the employee’s understanding of the requirements, essential functions, and duties of the position.