Human Resources Senior Manager

Description

Human Resources Senior Manager

 

Position Title: Human Resources Senior Manager

Department: Global Resource Team

Reports to: COO/CFO

This position is: Full Time and Exempt

Working Location: Dallas, TX preferred (hybrid schedule available)
 

 

Position Summary

The Human Resources Senior Manager serves as the organization’s most senior human resources leader and is responsible for the effective execution, coordination, and continuous improvement of Launch Global’s human resources systems, policies, and people-development practices. This role manages HR operations, ensures legal and organizational compliance, administers benefits, maintains policies and procedures, supports learning and development initiatives for all Launch Global staff, and significantly coordinates and collaborates with the Staff Engagement team.

 

The Human Resources Senior Manager will bring an HR perspective to our people-centered initiatives, guiding the growth and development of our leaders, teams, and staff at Launch Global. This role focuses on cultivating a supportive and engaging workplace by championing our leaders and staff, enhancing our learning and development programs, and fostering strong collaboration across the organization, and working closely with the COO/CFO and Staff Engagement team. 

 

The Senior Manager will be responsible for ensuring our HR systems and policies are designed and implemented to empower our employees and support their entire journey with us.  While this role provides strategic input and organizational leadership, final authority for organization-wide HR strategy, policy direction, and major resourcing decisions rests with executive leadership.

 

Equal Opportunity Employer

Launch Global is both an equal opportunity employer and a Christian organization. We make employment decisions without regard to race, color, national origin, sex, age, or disability of a qualified individual in accordance with applicable federal and state law.

Pursuant to Title VII of the Civil Rights Act of 1964, as amended (42 U.S.C. § 2000e-1(a)), Launch Global hires individuals who affirm and adhere to our Statement of Faith and agree to conduct themselves in accordance with our sincerely held religious beliefs.

 

Location

Fully remote candidates, outside of the DFW area, may be considered if candidates are located in cities in which Launch Global has a significant presence.
 

 

Essential Duties & Responsibilities

HR Policies and Compliance:

• Maintain and update HR policies, procedures, and job descriptions
• Recommend policy updates and process improvements to executive leadership
• Ensure compliance with applicable international, federal and state employment laws
• Ensure a working knowledge of church law domestically and internationally 
• Oversee administration and effective use of the HRIS and related platforms
• Partner with leaders in solving employee disciplinary, confidentiality, improvement, conflict, and moral issues

 

Open Dialogue and Collaboration:

• Proactively build relationships with staff and leaders in order to build trust, understand needs, and provide solutions that are specific to Launch Global’s culture, teams’ priorities, and organizational policies and procedures
• Ensure high trust and clear coordination with divisional leaders: US Mobilization, International, and the GRT; and maintain the ability to provide consistent results to various contexts
• Consult with department leaders regarding development, staffing, and capability needs
• Provide HR and people-systems input related to recruitment, leadership identification, and organizational planning
• Maintain a professional network of external HR professionals through professional associations, personal/professional relationships, and networking with like-minded organizations 

 

Management of Employee Programs:

• Commissioning Program
• Employee Assistance Program
• Education Assistance Program
• Parental Leave
• Crisis Management
• Repatriation
• Compliance of taxable bonuses related to policy-approved expenses 
• All forms of leave, including PTO, sabbaticals, retreats, Days of Prayer and Evaluation, extended leave, HMAs, SMAs, and international travel
• Other employee programs as developed by HR and executive leadership 

 

Employee Handbook:

• Maintain and periodically update the Employee Handbook for clarity and compliance
• Recommend handbook changes for review and approval of leadership team 
• Ensure clear communication and annual signature acknowledgements

 

Management and Maintenance of Compensation and Employee Benefits:

• Compensation procedures and training for leaders
• Compensation changes according to policy
• Ministry Partner Development (MPD)-related compensation issues
• Ministerial housing allowance process for eligible employees
• Working knowledge of state-specific compensation requirements
• Research the best solutions each year using various networks
• Administer employee benefit programs and manage annual renewals
• Coordinate benefits communication and employee support

 

Onboarding:

• Maintain and periodically update for clarity the recruiting, hiring, and onboarding process for staff
• Together with Staff Engagement, develop and provide HR aspects to be highlighted within  New Staff Orientation via the asynchronous, virtual and in-person portions 
• Ensure a high-quality onboarding and orientation experience for all staff

 

Offboarding:

• Manage all offboarding, including voluntary and involuntary employment terminations
• In coordination with Staff Engagement, ensure a quality offboarding experience for staff 

 

Learning Strategy and Development, as a bridge to Staff Engagement:

• Foster a positive work environment by managing employee relations, addressing concerns, and mediating conflicts to promote a healthy and productive workplace culture
• Support staff well-being by championing wellness initiatives alongside Staff Engagement and acting as an additional point of contact for employee support and resources
• Collaboratively implement, maintain, and continuously improve a learning and development strategy aligned with organizational goals and values
• Together with internal stakeholders, regularly assess staff development needs and evaluate the effectiveness of current training approaches
• Cooperate in the design, sourcing, and deployment of structured as well as targeted training to support specific skills, competencies, or objectives in line with the Developmental Roadmap
• Manage individual performance reviews and advise leaders with PIPs as necessary
• Train and support managers in effectively managing employee development plans
• Track organizational development progress and report outcomes to executive leadership
• Steward and model Launch Global’s commitment to a “Developmental Culture”
• Populate, maintain, and manage the Learning Management System in collaboration with executive leadership and field staff leaders

 

HR Team Leadership:

• Manage the HR staff in the Lead, Develop, Care (LDC) framework, ensuring effective execution of responsibilities and alignment with personal SHAPE
• Coordinate and prioritize HR departmental activities and workflows in alignment with organizational Entrepreneurial Operating System (EOS), V/TO (Vision/Traction Organizer) strategic planning objectives 
• Prioritize HR team development and effectiveness to enhance efficiency before increasing departmental headcount.

 

General Characteristics and Skills

• Able to confidently advise and collaboratively resolve all HR-based legal, strategic, and personnel issues
• Strong alignment with the vision, mission, and core values of LG
• Able to contribute to an energizing team chemistry
• Ability to build trust and maintain confidentiality
• Strong self-management, initiative, and follow-through
• Passion for developing people and building healthy teams
• Effective coaching and delegation skills
• Clear, professional verbal and written communication
• Sound judgment and decision-making abilities
• Strong organizational and time-management skills
• Ability to manage multiple priorities with consistency and care
• Collaborative leadership style with comfort operating under executive oversight
• Commitment to excellence, humility, and continuous improvement
• Willingness to receive feedback and make appropriate adjustments
• Demonstrates reliance on God through prayer, humility, and faithful leadership

 

Requirement

Education and Experience

• Required: Minimum of 3 years of experience managing HR functions
• Preferred: Undergraduate degree in business, human resources, or a related field
• Preferred: SHRM or PHR certification
• Preferred: Articulatable calling to the mission of Launch GlobalMust be legally authorized to work in the United States

Additional Job Requirements

• Understand, affirm, and adhere to Launch Global’s Statement of Faith
• Agree to uphold Launch Global’s Vision and Mission
  • Vision: The multiplication of healthy churches among unreached people groups
  • Mission: Launch Global mobilizes churches to develop laborers and leaders who multiply healthy churches among unreached people groups
• Demonstrate Launch Global biblical values as outlined in the Staff Handbook
• Maintain a growing personal relationship with God   
• Participate in child safety training and other required employment-related training
• Ability to pass a criminal background check