HR Operations Manager

Position Summary

The Manager of Human Resources Operations serves as the Human Resources Center of Excellence (CoE) for Turning Point for God, is an architect of our people infrastructure which includes: systems, processes, policies, and compliance framework that enable a consistent, high-quality employee experience across the organization.

This role partners closely with HR Business Partners (client-facing), Talent Acquisition, Benefits Brokers, and Payroll team (reporting to Finance) to ensure HR strategies, programs, and practices are operationally sound, legally compliant, and scalable in support of the ministry’s mission to deliver the unchanging Word of God to an ever-changing world.

The role is both strategic and hands-on, balancing day-to-day execution with continuous improvement as the organization grows.

Key Responsibilities

HR Center of Excellence Leadership

• Serve as the HR Center of Excellence, establishing best practices, standards, and governance for HR operations,  systems, and programs.

• Process Engineering: Design and optimize the end-to-end employee lifecycle that integrates faith-based onboarding, transitions, and offboarding to ensure a high-quality, consistent experience. Design and maintain HR frameworks, policies, and procedures that ensure consistency across all departments.
• Total Rewards & Compensation: Build and maintain our compensation philosophy, grade levels, and benefits strategy to ensure market competitiveness, stewardship of ministry funds, while ensuring staff and their families are well cared for.
• HR Tech Stack: Own the selection, implementation, and optimization of all HR systems (HRIS, ATS, Performance Management, etc.).
• Faith-Aligned Policy: Maintain an Employee Handbook and code of conduct that reflects both legal requirements and the ministry’s specific theological and ethical standards.

Strategic Project Management

• Lead HR Lifecycle Initiatives: Act as the lead for HR implementations (e.g., new module rollouts, HR service ticketing models).
• Process Architecture: Evaluate existing HR workflows to identify bottlenecks; design and implement automated solutions to reduce manual administrative burden.
• Change Leadership: Develop and execute comprehensive change management plans, ensuring high adoption rates for new HR technologies and policies.
• Post-Implementation Analytics: Conduct "Retrospectives" or ROI analyses on HR projects to measure success and inform future roadmaps.

HR Operations & Infrastructure

• Lead HR operational functions including HRIS, benefits administration, timekeeping, and employee records.
• Ensure HR systems support recruiting, onboarding, performance management, and reporting needs.
• Manage HR vendors and service providers, ensuring service quality and cost effectiveness.
• Build scalable HR processes that support organizational growth and operational excellence.
• Documentation & Knowledge Management: Create "Standard Operating Procedures" (SOPs) for HR functions to ensure business continuity.
• Inter-departmental Liaison: Partner with IT, Finance, and Legal to ensure HR data flows seamlessly across the company's tech stack.

Compliance & Risk Management

• Serve as the operational authority for employment law compliance at the federal, state, and local levels.
• Oversee wage and hour compliance, leave administration (FMLA, ADA, and state-specific requirements), and documentation standards.
• Maintain the employee handbook and HR policies in partnership with HR leadership and legal counsel.
• Support HR Business Partners with guidance on compliance-related employee issues and investigations.

Payroll, Benefits & Total Rewards Operations

• Oversee accurate and timely payroll processing, in partnership with Finance organization.
• Manage benefits administration, benefit vendor negotiations, open enrollment, and employee communications related to benefits.
• Partner with Finance and HR leadership on compensation administration, budgeting, and headcount reporting.
• Ensure consistent application of compensation and benefits programs across the organization.

Employee Experience & Resource Optimization

• Oversee operational execution of onboarding, offboarding, job changes, promotions, and leave administration.
• Journey Mapping: Analyze and optimize key touchpoints in the employee HR experience to ensure HR operations feel personalized, modern, and supportive.
• Self-Service Strategy: Design and maintain a comprehensive Employee Knowledge Base or Help Centers within SharePoint (The HUB)
• User-Centric Design: Audit HR communications, portals, and platforms (HRIS/Intranet) for clarity and ease of use. Ensure that HR resources are accessible and utilized by entire workforce
• Manager Training: Partner with HR & Leadership team to create comprehensive training for managers on HR-related initiatives and information.

HR Operations & Systems Oversight

• Data & Insights: Utilize data to create comprehensive reporting and dashboards in an easily digestible manner. Deliver actionable people analytics on HR ticket data, initiative success/impact, and workforce trends.
• Vendor & Financial Management: Manage relationships with HR vendors (outplacement services, executive search firms, HRIS vendors, etc). Oversee the HR budget/invoicing process through a lens of cost-optimization.
• Compliance: Aid in ensuring all HR operations comply with federal, state, and local regulations. Keep HR-related policies up to date, collaborate with necessary stakeholders to improve documentation.
• Provide accurate workforce data and insights to HR leadership.
• Identify opportunities to streamline processes and improve the employee experience.
• Lead continuous improvement initiatives within HR Operations.
• Other responsibilities may include general HR and Recruiting functions based on the needs of the ministry and our HR team

Mission & Culture Alignment

• Model and uphold Turning Point Ministries’ mission, values, and statement of faith.
• Approach HR work with integrity, discretion, compassion, and a servant-leadership mindset.
• Support a culture of stewardship, accountability, and excellence.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 7–10 years of progressive HR experience with strong emphasis on HR operations and systems.
• Demonstrated experience partnering with HR Business Partners and Talent Acquisition teams.
• Strong knowledge of employment law, HRIS systems, payroll, and benefits administration.
• Proven people leadership experience.

Preferred

• Experience in a nonprofit or faith-based organization.
• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience supporting a growing or evolving organization.

Work Environment & Expectations

• Regular on-site presence required.
• Occasional evening or weekend availability during key HR cycles.
• High level of confidentiality and professionalism required.

Other

• The expected salary range for this position is $90,000 to $120,000 per year, commensurate with experience. The actual compensation offered will depend on a variety of factors, including qualifications, experience, & skills. In addition to base salary, we offer a comprehensive benefits package.
• Position is full-time, exempt, located at Turning Point International Headquarters in Lakeside, CA.
• Extremely competitive employee health and retirement benefit programs.
• Must be a like-minded believer and share our passion to deliver the unchanging Word of God to an ever-changing world.

Benefits

• Generous medical, dental and vision insurance, with voluntary supplemental plans
• Health Savings Account (HSA) option
• Company-sponsored long-term disability insurance and short-term (outside of CA)
• Company-sponsored life Insurance
• 403(b) retirement savings plan with employer contribution
• Eleven paid holidays
• Accrued vacation and sick time
• Yearly paid time off

Working For Turning Point – What To Expect

Turning Point for God is the broadcast ministry of Dr. David Jeremiah and exists to deliver the unchanging Word of God to an ever-changing world. Turning Point is committed to creating a dynamic culture that reflects our traditional Christian values and supports our employees’ God-given and unique abilities and skills. Our organization hires employees who share our Christian values and hold to beliefs that are not in conflict with Turning Point’s Employee Statement of Faith.

STATEMENT OF FAITH

1. We believe the Bible to be the inspired, infallible, authoritative Word of God and in the verbal inspiration and authority of the Scriptures. The Bible is the supreme authority and is the only rule of faith and practice, as opposed to all human traditions.

2. We believe that there is one God, eternally existent in three persons: Father, Son, and Holy Spirit.

3. We believe in the deity and humanity of Christ, in His virgin birth, in His sinless life, in His miracles, in His vicarious and atoning death through His shed blood, in His bodily resurrection, in His ascension into Heaven where He now sits at the right hand of the Father, in His promised power of the Holy Spirit, in His present rule as Head of the Church, and in His personal visible premillennial return and ultimate and undisputed Kingdom and reign.

4. We believe in the New Testament Church and believe in the individual priesthood of the believer and stand for a regenerated and spiritual church, holding that only those who have confessed a personal faith in Jesus Christ as Savior and Lord shall be assured eternal salvation; those who die in unbelief of Jesus Christ as Savior shall suffer eternal separation from God.

5. We believe and stand for the ordinances of baptism and the Lord’s Supper as Christ enjoined them upon His followers; the same in number, in act, in order and in symbolic meaning, unchanged and unchangeable until He comes again.

6. We believe in the present ministry of the Holy Spirit, by whose indwelling the Christian is enabled to live a godly life and serve as God leads.

7. We believe God immutably creates each person as male or female, which reflects the image and nature of God. We believe that gender identity may not be detached from the biological sex of the human body. Rejecting one’s biological sex or acting upon any disagreement with one’s biological sex is immoral and rejects the created image of God.

8. We believe God designed marriage or matrimony as a unique, covenantal, procreative, conjugal relationship joining one biological man and one biological woman in a heterosexual, single, exclusive, life-long union. God intends sexual intimacy to exclusively occur between a man and a woman joined in marriage and that God intends for children to be raised and nurtured in an environment that honors these distinctions.

9. We believe all forms of sexual immorality, including but not limited to adultery, fornication, homosexual activity and behavior, polygamy, polyandry, bestiality, incest, pornography, is immoral, sinful and offensive to God.

10. We believe God endows all human life with inherent dignity at every stage of development and it must be respected and protected from conception to natural death. Thus, the unjustified, intentional taking of human life before or after birth is sinful and offensive to God.