JOB TYPE: Full-time (40 hrs/week)

LOCATION: Louisville, KY (preferred)

DEPARTMENT: Operations

REPORTS TO: Director of Operations & Finance

PAY RATE: TBD (based on skills and experience)

Reaching & Teaching exists to advance the gospel by partnering with local churches as they send qualified missionaries to make mature disciples, establish healthy churches, and train local leaders around the world. Behind every Staff member and Global Worker on the field, is a team stewarding the people, processes, and resources that make sending possible. HR sits at the center of that stewardship.

The Human Resources Manager leads the day-to-day work of caring for the people God has entrusted to RTIM. This role owns hiring and onboarding, employee relations, performance management, compensation and benefits administration, payroll oversight, and HR compliance for 200+ US-based staff and Global Workers across 35+ states. We are looking for a humble, discerning leader who genuinely loves people, walks alongside managers and employees in both ordinary and difficult moments, listens carefully to staff and Global Workers, and protects the organization through faithful, consistent compliance with employment law and RTIM policy. The right candidate sees HR not as paperwork, but as stewardship of relationships, processes, and resources entrusted to RTIM.

The Human Resources Manager will serve within the Operations Department, report to the Director of Operations & Finance, and provide direct supervision to the Payroll Specialist and HR Associate. Operations Managers serve as a first point of contact for routine employee questions, with the Human Resources Manager owning escalations, complex matters, and overall HR strategy. As the organization continues to grow, this role will help identify, enlist, and onboard additional Benefits, Compliance, and HR staff to expand the team.

RESPONSIBILITIES:

• • Provide HR strategy and policy oversight (10-15%):
    • Partner with the Director of Operations in maintaining and updating the employee handbook and ensure organizational policy compliance
    • Recommend, develop, and implement HR policies, procedures, and best practices for US staff and Global Workers
    • Maintain awareness of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
  • Lead Staff and Global worker onboarding, and offboarding (15-20%):
    • Partner with hiring managers to define role requirements, write or refresh job descriptions, and post openings
    • Oversee applicant screening, interview coordination, reference and background checks, and offer letter preparation
    • Oversee onboarding for new staff and Global Workers, ensuring consistent orientation, paperwork, system access, and statement-of-faith affirmation
    • Coordinate with Regional and Operations Leads for Global Worker HR cases involving deployment, redeployment, leaves of absence, and re-entry
    • Manage offboarding processes, including final pay, benefit transitions, etc.
  • Oversee compensation and benefits administration (10-15%):
    • Provide oversight of RTIM’s benefit offerings of health, retirement, and ancillary benefit programs
    • Serve as escalation point for benefit provider issues, plan renewals, and open enrollment
    • Review compensation changes, promotions, and adjustments before submission for approval
  • Oversee payroll operations (5-10%):
    • Provide oversight of the Payroll Specialist’s semi-monthly payroll processing for staff and Global Workers
    • Review payroll reports for accuracy and ensure timely processing of new hires, separations, garnishments, and special payments
    • Coordinate with Finance to ensure proper GL coding, tax filings, and reconciliation of payroll-related accounts
  • Lead employee relations and performance management (15-20%):
    • Serve as the escalation point for employee and Global Workers relations matters initially fielded by Regional Operations Managers, providing counsel and actionable next steps on complex, sensitive, or unresolved concerns
    • Coach managers on performance issues, corrective action, and disciplinary processes in alignment with RTIM’s policies and values
    • Work with the Director of Operations & Finance in annual performance review cycle, including templates, training, calibration, and documentation
  • Ensure HR compliance and risk management (10%):
    • Oversee HR compliance in partnership with external experts and counsel, ensuring adherence to applicable federal and state regulations (e.g., FLSA, FMLA, ACA, EEO, ADA) across 35+ states
    • Maintain accurate, confidential employee records consistent with policy and legal requirements
    • Partner with the Director of Operations & Finance and legal counsel as needed on sensitive employment matters
    • Lead annual review of required postings, notices, and mandatory trainings
  • Supervise the HR team (10-15%):
    • Provide direct supervision to the Payroll Specialist and HR Associate; identify, enlist, and onboard additional Benefits, Compliance, and HR staff and external experts as the organization grows
    • Onboard, train, and develop direct reports; conduct regular one-on-ones and annual reviews
    • Assign and prioritize work, set goals, and ensure clear accountability across the HR function
    • Foster a culture of stewardship, faithfulness, and excellence within the HR team
  • Steward HR systems and culture (5-10%):
    • Oversee the HRIS and related platforms; ensure data integrity, reporting, and integration with payroll and benefits
    • Support staff engagement, retention, and culture-building initiatives consistent with RTIM’s mission and core values
    • Maintain HR dashboards and prepare periodic reporting for the Director of Operations & Finance and senior leadership

QUALIFICATIONS:

• • Employee shall maintain membership in a local church with beliefs that RTIM determines to be consistent with RTIM’s statements of faith
  • Employee shall perform all duties consistent with RTIM’s theological beliefs and standards as reflected in its statements of faith
  • Employee shall annually affirm in writing and without reservation RTIM’s statements of faith
  • Bachelor’s degree in Human Resources, Business Administration, or related field (required); Master’s degree preferred
  • Minimum 5-7 years of progressive HR generalist experience, with at least 1-2 years in a supervisory role
  • Exemplifies humble, loving, servant leadership
  • Keeps a careful watch over life and ministry
  • Self-motivated, disciplined, and responsible
  • Team player & works well with people with different personalities and dispositions
  • Excels in administration, communication, and confidential handling of sensitive information
  • SHRM-CP or HRCI PHR certification preferred, or willingness to pursue certification within 12-18 months of hire (SHRM-SCP or SPHR a plus)
  • Working knowledge of US federal and state employment law (FLSA, FMLA, ACA, EEO, ADA); familiarity with international employment considerations a plus
  • Demonstrated ability to coach managers, navigate sensitive employee relations matters, and maintain confidentiality
  • Experience with HRIS, payroll systems (e.g., Paylocity), and benefits administration platforms
  • Competency in relevant software platforms (Asana, Notion, Microsoft Suite, etc.)
  • Works well in a virtual office environment