Another way the executive pastor serves the church is in the Human Resources (HR) Manager role. Either directly or indirectly (an HR Manager reporting directly to them), the executive pastor is responsible for “human resources management.”
So what does this important role entail? First, the executive pastor is responsible for supporting and enhancing the church’s staff by planning, implementing, and evaluating staff relations and human resources policies, programs, and practices.
The executive pastor as HR manager …
- Implements needed structure by defining job requirements for all staff positions and documenting them in job descriptions.
- Supports the organization and staff by establishing a recruiting, evaluating, and interviewing process; counseling leaders on candidate selection; conducting and analyzing exit interviews; and recommending changes.
- Prepares staff for assignments by implementing orientation and training programs.
- Establishes a compensation program that includes periodic market surveys, position comparisons, and evaluations; preparing salary budgets; determining and implementing compensation actions; and recommending, planning, and implementing compensation structure revisions.
- Improves overall staff performance and work results by helping leaders coach staff and address performance problems, hearing and resolving staff issues, and counseling staff.
- Establishes staff benefits programs; researches and assesses benefit needs and trends; directs the processing of benefit claims; annually obtains benefit contract quotations; awards benefit contracts, and ensures staff understands coverage and other benefit program details.
- Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; maintains personnel records, and represents the church in HR-related legal actions.
- Establishes and maintains employment guidelines by recommending, documenting, and maintaining HR policies and procedures.