Director, Human Resources

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    "description": "<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><strong><span style=\"font-size:12.0pt\">SUMMARY</span></strong></span></span></p>\n\n<p>&nbsp;</p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">The Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. &nbsp;This role ensures that personnel practices reflect WELS&rsquo;s mission and theology while maintaining compliance with applicable federal and state regulations.&nbsp; </span></span></p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">The Director also provides human resources leadership and policy guidance to the synod&rsquo;s ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. &nbsp;</span></span></p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Working collaboratively with the synod&rsquo;s areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod.&nbsp;</span></span></p>\n\n<p>&nbsp;</p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><strong><span style=\"font-size:12.0pt\">ESSENTIAL DUTIES AND RESPONSIBILITIES </span></strong><span style=\"font-size:12.0pt\">include the following.</span></span></span></p>\n\n<p>&nbsp;</p>\n\n<ul style=\"list-style-type:square\">\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Provides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Oversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Ensures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Maintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Supervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Directs recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Develops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Collaborates with the synod&rsquo;s areas of ministry and Financial Services to develop and align the compensation components of the synod&rsquo;s ministry financial plan.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Develops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Works in close collaboration with the WELS Benefits Plan Office to administer benefit programs.&nbsp; Communicates employee benefits offered to CMM staff.&nbsp; Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Oversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Gathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Manages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Collaborates with Financial Services to ensure accurate payroll data. </span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Advises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Serves as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Maintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training.&nbsp;</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Investigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Coordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. &nbsp; &nbsp;&nbsp;</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Coordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Develops and manages the budget for the Human Resources department.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Facilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Supports and advises the Synodical Council, including its Compensation Review Committee.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Assists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Performs background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Serves as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Performs other duties as assigned in support of the mission and ministry of WELS.</span></span></li>\n</ul>\n\n<p>&nbsp;</p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><strong><em><span style=\"font-size:12.0pt\">These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job.&nbsp; Other duties may be assigned.</span></em></strong></span></span></p>\n",
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The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. &nbsp;\\n\\nWorking collaboratively with the synod&rsquo;s areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod.&nbsp;\\n\\n&nbsp;\\n\\nESSENTIAL DUTIES AND RESPONSIBILITIES include the following.\\n\\n&nbsp;\\n\\n\\n\\tProvides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance.\\n\\tOversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations.\\n\\tEnsures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters.\\n\\tMaintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council.\\n\\tSupervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters.\\n\\tDirects recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions.\\n\\tDevelops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator.\\n\\tCollaborates with the synod&rsquo;s areas of ministry and Financial Services to develop and align the compensation components of the synod&rsquo;s ministry financial plan.\\n\\tDevelops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee.\\n\\tWorks in close collaboration with the WELS Benefits Plan Office to administer benefit programs.&nbsp; Communicates employee benefits offered to CMM staff.&nbsp; Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools.\\n\\tOversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff.\\n\\tGathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning.\\n\\tManages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible.\\n\\tCollaborates with Financial Services to ensure accurate payroll data. \\n\\tAdvises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure.\\n\\tServes as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management.\\n\\tMaintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training.&nbsp;\\n\\tInvestigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers.\\n\\tCoordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. &nbsp; &nbsp;&nbsp;\\n\\tCoordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents.\\n\\tDevelops and manages the budget for the Human Resources department.\\n\\tFacilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices.\\n\\tSupports and advises the Synodical Council, including its Compensation Review Committee.\\n\\tAssists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies.\\n\\tPerforms background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices.\\n\\tServes as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards.\\n\\tPerforms other duties as assigned in support of the mission and ministry of WELS.\\n\\n\\n&nbsp;\\n\\nThese requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job.&nbsp; Other duties may be assigned.\\nQualificationsQUALIFICATIONS\\n\\n&nbsp;\\n\\nTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.\\n\\n\\n\\tAn active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a &nbsp;deep commitment to the mission, theology, and ministry philosophy of WELS.\\n\\tStrong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations.\\n\\tDemonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship.\\n\\tProficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making.\\n\\tExcellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS.\\n\\tStrong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. \\n\\tAbility to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment.\\n\\tDemonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities.\\n\\tA willingness to pursue continuing education to remain current in the fields of&nbsp;human resources, compliance, ministry administration, and organizational effectiveness.\\n\\tDemonstrated proactive leadership and initiative in developing and implementing appropriate program goals.\\n\\n\\n&nbsp;\\n\\nEDUCATION AND/OR EXPERIENCE\\n\\n&nbsp;\\n\\n\\n\\tBachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required (master&rsquo;s degree preferred)\\n\\tMinimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration.&nbsp; &nbsp;\\n\\tExperience supervising HR staff or leading an HR function required.\\n\\tExperience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures.\\n\\tProfessional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).\\n\\n\",\"responsibilities\":\"SUMMARY\\n\\n&nbsp;\\n\\nThe Director of Human Resources provides leadership, policy guidance, and strategic direction for all human resource functions at WELS Center for Mission and Ministry (CMM), including employment, compensation, employee relations, resource development, personnel policies, and compliance with employment laws and WELS policies. &nbsp;This role ensures that personnel practices reflect WELS&rsquo;s mission and theology while maintaining compliance with applicable federal and state regulations.&nbsp; \\n\\nThe Director also provides human resources leadership and policy guidance to the synod&rsquo;s ministerial education schools, promoting consistent, legally sound, and Christ-centered human resource practices. The position serves as a resource to WELS congregations, schools, and affiliated ministries on personnel, policy, and risk-related matters. &nbsp;\\n\\nWorking collaboratively with the synod&rsquo;s areas of ministry, support services, and ministerial education schools, the Director facilitates data-informed decision-making, organizational effectiveness, and continuous process improvement for the synod.&nbsp;\\n\\n&nbsp;\\n\\nESSENTIAL DUTIES AND RESPONSIBILITIES include the following.\\n\\n&nbsp;\\n\\n\\n\\tProvides leadership and direction for all human resource functions at the CMM, including employment, compensation, employee relations, personnel policies, and compliance.\\n\\tOversees development, implementation, and communication of CMM personnel policies and procedures; ensures consistency with WELS theology and alignment with federal and state employment laws and regulations.\\n\\tEnsures compliance with all applicable employment laws, regulatory requirements, WELS policies, and reporting obligations; acts as the primary compliance officer for personnel matters.\\n\\tMaintains, communicates, and tracks acknowledgement of HR policies applicable to CMM employees and to members of boards, commissions, and committees appointed by the Synodical Council.\\n\\tSupervises Human Resources department staff, including hiring, training, directing work, evaluating performance, and addressing personnel matters.\\n\\tDirects recruitment, selection, interviewing, hiring, onboarding, and retention of CMM lay employees; collaborates with synod leadership in supporting and advising on the filling of called worker positions.\\n\\tDevelops, updates, and administers the WELS called worker compensation guidelines and salary matrix in collaboration with the synod administration leadership; educates congregations, schools, and affiliated ministries on the application of WELS called worker compensation guidelines and the use of the electronic compensation calculator.\\n\\tCollaborates with the synod&rsquo;s areas of ministry and Financial Services to develop and align the compensation components of the synod&rsquo;s ministry financial plan.\\n\\tDevelops and maintains classification systems, performance review processes, and compensation structures, and recommended adjustments for CMM lay employee.\\n\\tWorks in close collaboration with the WELS Benefits Plan Office to administer benefit programs.&nbsp; Communicates employee benefits offered to CMM staff.&nbsp; Oversees ACA reporting and compliance requirements for CMM and the four ministerial education schools.\\n\\tOversees activities and programs designed to promote a healthy, engaged organizational culture and high employee morale among CMM staff.\\n\\tGathers, analyzes, and interprets industry data and performance measurements to coach synod leadership in the effective utilization of employees and process improvement planning.\\n\\tManages HR systems and data integrity, including Human Resources Information System (HRIS) records, personnel files, payroll and benefit data, and digital HR resources; ensures human resources information found at wels.net and the CMM intranet is accurate, current, and accessible.\\n\\tCollaborates with Financial Services to ensure accurate payroll data. \\n\\tAdvises CMM supervisors and synod administration leadership on personnel matters involving performance management, corrective action, conflict resolution, workforce planning, and organizational structure.\\n\\tServes as a resource to WELS congregations, schools, and affiliated ministries regarding personnel practices, employment law compliance, compensation, benefits, policy interpretation, and risk management.\\n\\tMaintains written and electronic personnel documents for CMM employee files to include wage information, disciplinary action and employee training.&nbsp;\\n\\tInvestigates and coordinates responses to allegations of CMM employee misconduct, harassment, sexual misconduct, or abuse in accordance with WELS policy and applicable reporting requirements; maintains confidential and accurate documentation. Assists WELS leadership, congregations, schools, and affiliated ministries with appropriate handling of such allegations involving pastors, teachers, vicars, staff, and volunteers.\\n\\tCoordinates the employment, pay, benefits, and budgetary aspect of the vicar program in cooperation with Wisconsin Lutheran Seminary. &nbsp; &nbsp;&nbsp;\\n\\tCoordinates the budgetary aspects of the district president assistant program in cooperation with the Conference of Presidents.\\n\\tDevelops and manages the budget for the Human Resources department.\\n\\tFacilitates training and development programs for supervisors, managers, and staff across WELS entities; provides ongoing education on personnel policies, supervisory skills, employment law, and HR best practices.\\n\\tSupports and advises the Synodical Council, including its Compensation Review Committee.\\n\\tAssists in the vetting and documentation process for nominees to synod boards, commissions, and committees appointed by the Synodical Council; maintains centralized records of nominee data and vacancies.\\n\\tPerforms background checks for volunteers serving at synod-sponsored events to support safety and risk-management practices.\\n\\tServes as a member of the CMM Safety Committee to support safe working conditions and compliance with workplace safety standards.\\n\\tPerforms other duties as assigned in support of the mission and ministry of WELS.\\n\\n\\n&nbsp;\\n\\nThese requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to perform this job.&nbsp; Other duties may be assigned.\\n\",\"employmentType\":\"OTHER\",\"hiringOrganization\":{\"@type\":\"Organization\",\"name\":\"WISCONSIN EVANGELICAL LUTHERAN SYNOD\",\"logo\":\"https://www.paycomonline.net/v4/ats/web.php/application/style/logo?clientkey=8C7EC27E66B8E44D82FD7F25E9526B76\"},\"jobLocation\":{\"@type\":\"Place\",\"address\":{\"streetAddress\":\"N16 W23377 Stone Ridge Drive\",\"addressLocality\":\"Waukesha\",\"addressRegion\":\"WI\",\"postalCode\":53188,\"addressCountry\":\"USA\"}},\"qualifications\":\"QUALIFICATIONS\\n\\n&nbsp;\\n\\nTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.\\n\\n\\n\\tAn active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a &nbsp;deep commitment to the mission, theology, and ministry philosophy of WELS.\\n\\tStrong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations.\\n\\tDemonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship.\\n\\tProficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making.\\n\\tExcellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS.\\n\\tStrong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. \\n\\tAbility to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment.\\n\\tDemonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities.\\n\\tA willingness to pursue continuing education to remain current in the fields of&nbsp;human resources, compliance, ministry administration, and organizational effectiveness.\\n\\tDemonstrated proactive leadership and initiative in developing and implementing appropriate program goals.\\n\\n\\n&nbsp;\\n\\nEDUCATION AND/OR EXPERIENCE\\n\\n&nbsp;\\n\\n\\n\\tBachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required (master&rsquo;s degree preferred)\\n\\tMinimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration.&nbsp; &nbsp;\\n\\tExperience supervising HR staff or leading an HR function required.\\n\\tExperience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures.\\n\\tProfessional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).\\n\\n\",\"experienceRequirements\":\"QUALIFICATIONS\\n\\n&nbsp;\\n\\nTo perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.\\n\\n\\n\\tAn active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a &nbsp;deep commitment to the mission, theology, and ministry philosophy of WELS.\\n\\tStrong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations.\\n\\tDemonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship.\\n\\tProficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making.\\n\\tExcellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS.\\n\\tStrong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. \\n\\tAbility to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment.\\n\\tDemonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities.\\n\\tA willingness to pursue continuing education to remain current in the fields of&nbsp;human resources, compliance, ministry administration, and organizational effectiveness.\\n\\tDemonstrated proactive leadership and initiative in developing and implementing appropriate program goals.\\n\\n\\n&nbsp;\\n\\nEDUCATION AND/OR EXPERIENCE\\n\\n&nbsp;\\n\\n\\n\\tBachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required (master&rsquo;s degree preferred)\\n\\tMinimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration.&nbsp; &nbsp;\\n\\tExperience supervising HR staff or leading an HR function required.\\n\\tExperience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures.\\n\\tProfessional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).\\n\\n\",\"validThrough\":\"2026-07-17\"}",
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    "qualifications": "<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><strong><span style=\"font-size:12.0pt\">QUALIFICATIONS</span></strong></span></span></p>\n\n<p>&nbsp;</p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.</span></span></span></p>\n\n<ul style=\"list-style-type:square\">\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">An active, voting member in the Wisconsin Evangelical Lutheran Synod (WELS) and a &nbsp;deep commitment to the mission, theology, and ministry philosophy of WELS.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Strong knowledge of human resources principles and employment law, including federal and state labor regulations, church-employer distinctions, risk management practices, and HR compliance obligations.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Demonstrated leadership experience in human resources administration, including the ability to interpret policy, advise senior leaders, manage sensitive personnel matters, and provide sound judgment rooted in Christian stewardship.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Proficiency with HRIS systems and strong technical competency with Microsoft Office applications; ability to generate and interpret data for decision-making.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Excellent interpersonal and communication skills, including the ability to build trust, provide clear guidance, conduct effective training, and work collaboratively with a wide range of stakeholders across WELS.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Strong analytical and problem-solving abilities, with demonstrated experience using data to identify trends, support planning, and recommend improvements. </span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Ability to maintain confidentiality and handle sensitive personnel and compliance matters with discretion, integrity, and sound ethical judgment.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Demonstrated ability to design, implement, and improve processes, manage projects, and support organizational effectiveness across multiple ministries and entities.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">A willingness to pursue continuing education to remain current in the fields of&nbsp;human resources, compliance, ministry administration, and organizational effectiveness.</span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:12pt\">Demonstrated proactive leadership and initiative in developing and implementing appropriate program goals.</span></span></li>\n</ul>\n\n<p>&nbsp;</p>\n\n<p><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><strong><span style=\"font-size:12.0pt\">EDUCATION AND/OR EXPERIENCE</span></strong></span></span></p>\n\n<p>&nbsp;</p>\n\n<ul style=\"list-style-type:square\">\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field required (master&rsquo;s degree preferred)</span></span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">Minimum of ten (10) years of progressively responsible human resources experience, including significant experience in HR leadership, compliance, oversight, and policy administration.&nbsp; &nbsp;</span></span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">Experience supervising HR staff or leading an HR function required.</span></span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">Experience working in a church, nonprofit, educational, or ministry setting preferred, particularly in environments involving called workers or unique employment structures.</span></span></span></li>\n\t<li><span style=\"font-family:Verdana,Geneva,sans-serif\"><span style=\"font-size:11pt\"><span style=\"font-size:12.0pt\">Professional HR certification is strongly preferred, such as SHRM Senior Certified Professional (SHRM-SCP) or Senior Professional in Human Resources (SPHR).</span></span></span></li>\n</ul>\n",
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