Staff Administrator

Overview The Staff Administrator oversees the full employee lifecycle by managing recruitment, onboarding, benefits administration, HR compliance, employee records, risk management, and staff development. This role partners with church leadership to support organizational health and culture.

Duties and Responsibilities

Hiring Processes

• Oversees the full employee lifecycle, including recruitment, onboarding, benefits administration, employee records, HR compliance, offboarding, and risk management.
• Partners with church leadership to foster a Christ-centered staff culture, support organizational health, and manage HR systems, policies, and staff development initiatives.

Onboarding New Employees

• Coordinate and manage the onboarding process, including new hire orientation, technology setup, policy reviews, and department introductions.
• Ensure new employees understand the organization's mission, culture, values, benefits, and policies while supporting a smooth transition and successful integration into the staff team.

Employee Exits and Offboarding

• Coordinate employee resignations and terminations, including exit interviews, final documentation, benefits transitions, equipment return, and system access removal.
• Partner with ministry leaders to ensure smooth, respectful staff transitions and identify opportunities to improve the employee experience.

Employee Benefits

• Administer employee benefits programs, including health, dental, vision, retirement, life and disability insurance, leave programs, and related benefits.
• Serve as the primary liaison with benefit providers, assisting employees with enrollment and benefit changes while ensuring programs remain competitive and aligned with organizational goals.

Staff Culture

• Foster a healthy, Christ-centered staff culture through encouragement, recognition, and initiatives that promote trust, spiritual health, and team engagement.
• Provide pastoral care and practical support to staff during significant life events while supporting the Executive Team in staff care initiatives.
• Partner with church leadership, the Accounting and HR Director, and the Executive Pastor to strengthen organizational health and staffing initiatives.

R esour c e Oversight

• Serve as the church's BambooHR administrator, maintaining employee records, organizational charts, workflows, and HR system processes.
• Develop, improve, and train staff on BambooHR processes while maintaining the employee handbook and HR policies.
• Ensure compliance with federal, state, and local employment laws and maintain confidential personnel records.
• Support leadership with employee relations, HR best practices, and policy improvements that strengthen organizational health.

Risk Management

• Assess organizational risk related to employees, volunteers, facilities, and ministry activities, and implement strategies that promote a safe ministry environment.
• Assist in managing the church's insurance programs, including property, liability, workers' compensation, vehicle, and ministry-related coverage.
• Coordinate insurance renewals, policy reviews, claims, and related documentation to ensure adequate coverage and effective risk management.

Staff and Leadership Development

• Develop and coordinate staff development initiatives, including training focused on leadership, communication, compliance, safety, and organizational culture.
• Coordinate supervisor training and leadership development opportunities to foster continuous learning and professional growth.
• Partner with pastors and ministry leaders to identify staff development needs and create opportunities for growth.

Inter-Department Collaboration

• Collaborate with ministry leaders regarding staffing needs, performance conversations, and employee development.
• Interface with other departments and outside contacts to exchange information, answer inquiries, and secure cooperation or approval on action items.

General Responsibilities

• Communicate regularly with supervisors, attend required meetings, and provide support for departmental initiatives and special projects.
• Maintain a strong understanding of C3 policies and procedures while contributing to a collaborative and unified staff environment.
• Support church leadership by assisting with additional responsibilities, events, and tasks that advance the mission of C3.

Knowledge and Skills

• Demonstrated leadership experience with strong organizational, time management, and multitasking abilities.
• Ability to analyze complex situations, develop solutions, and proactively improve processes while maintaining confidentiality.
• Professional, spiritually mature, and able to interact effectively with diverse groups.
• Strong verbal and written communication skills with the ability to follow instructions and manage changing priorities.
• Proficient computer skills, including Microsoft Office Suite and familiarity with church management software.
• Strong administrative skills with the ability to work efficiently under pressure and maintain a high level of professionalism.

Qualifications

• Education: Bachelor’s degree in Human Resources , Business Administration, Organizational Leadership, or a related field (preferred). Hold a SHRM-CP, SHRM-SCP, PHR, or other HR certification preferred (or willing to earn within 6-months of hire date).
• Experience: 3- 5 years of Human Resources experience.