Director of Human Resources

Reformed Theological Seminary exists to serve the Church by preparing its leaders, through a program of graduate theological education, based upon the authority of the inerrant Word of God, and commitment to the Reformed Faith. Candidates interested in this position will need to align with and support Reformed Theological Seminary’s Mission, Vision, and Core Values. To review our Purpose Statement in detail, please visit our website at https://rts.edu/about/purpose

The Director of Human Resources supports the Seminary’s institutional mission by providing leadership and oversight of human resource operations, employee relations, organizational processes, and personnel strategy across RTS campuses. This position serves as a key advisor to leadership and helps ensure consistent employment practices, clear communication, policy compliance, and effective support for employees and supervisors throughout the institution. The Director of Human Resources works collaboratively with executive leadership and departments across the Seminary to support organizational planning, compensation and benefits administration, performance management, employee transitions, and institutional change initiatives. This position reports directly to the Chief Operating Officer. 

Every effort has been made to ensure a complete job description. However, this document in no way implies that these responsibilities are the only duties you may be required to perform. The omission of specific duties does not exclude them from the position, especially where work is similar, related, or a logical assignment for the role. Reformed Theological Seminary is an Equal Opportunity Employer and does not discriminate. All employment decisions are based upon qualifications, merit, and business needs.

Essential Job Functions

Executive Partnership and Organizational Leadership

• Serve as a trusted advisor to executive leadership, providing clear, balanced guidance on personnel decisions and organizational changes.
• Support institutional decision-making related to workforce planning and role design.
• Assist leadership in thinking through both the operational and relational impact of decisions.
• Ensure consistency in how decisions are applied across departments and locations.
• Lead centralized HR operations supporting shared services functions, including workforce administration, compliance, employee relation support, and reporting requirements.
• Partner with and influence campus leadership to ensure alignment with enterprise HR policies, practices, and standards.
• Provide strategic HR guidance, tools, and resources to campus leaders to support talent management, organizational effectiveness, and employee engagement.

Employee Relations and Culture

• Provide guidance and support on employee relations matters, including conflict resolution, performance concerns, and workplace investigations.
• Promote a culture of trust, accountability, and open communication across campuses.
• Support leadership in navigating sensitive personnel matters with clarity and consistency.
• Lead efforts to improve employee engagement and morale.

Contracts and Employment Agreements

• Draft and manage employment-related agreements, including offer letters, contracts, and separation agreements.
• Develop and oversee agreements related to tuition assistance and employment commitments.
• Ensure consistency and legal integrity across all employment documentation. 

Policies, Compliance, and Risk Management

• Develop, implement, and maintain HR policies and procedures in alignment with organizational and legal standards.
• Ensure compliance with federal, state, and local employment laws.
• Manage risk related to employment practices, including documentation, investigations, and legal coordination.
• Oversee employee manual updates and policy communication.

Compensation, Benefits, and HR Systems

• Oversee compensation strategy, including salary structures, merit increases, and budgeting alignment.
• Manage and administer employee benefits programs, including vendor relationships and plan transitions.
• Lead HR systems administration.
• Provide guidance on employee compensation and classification decisions.

Talent Management and Development

• Oversee recruitment strategies and hiring processes for staff and faculty positions.
• Develop and support onboarding and orientation processes across campuses.
• Guide performance management processes, including annual reviews and leadership development.
• Assist in identifying training and development opportunities for employees.

Operational Oversight

• Manage HR operations across multiple campuses, ensuring consistency and efficiency.
• Coordinate with Finance, IT, and other departments to align systems and processes.
• Maintain accurate employee records and reporting.

Qualifications, Education, and Experience

• Bachelor’s degree required; degree in Human Resources, Business Administration, or related field preferred.
• Minimum of 5 years of progressive HR experience, with leadership responsibility
• Strong knowledge of employment law and organizational change.
• Prior experience managing HRIS systems; Paylocity experience preferred.
• Excellent judgment, discretion, and interpersonal skills.
• Strong communication skills, with the ability to navigate sensitive situations clearly and professionally.
• Key Competencies:
• Strategic thinking and problem-solving
• Emotional intelligence and sound judgment
• Ability to handle confidential and sensitive information
• Organizational and process management skills
• Clear and effective communication.