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HUMAN RESOURCES COORDINATOR

- Job Description First United Methodist Church | Dothan, Alabama Effective Date October 2026 FLSA Status To Be Determined Schedule 32 Hours Per Week Reports To Church Administrator Work Location On-Site Position Summary The Human Resources Coordinator is responsible for coordinating and administering the day-to-day human resources functions, systems, and processes of First United Methodist Church and its related ministries and programs, under the direction of the Church Administrator and in accordance with established church policies and procedures. The HR Coordinator serves as the primary resource for routine personnel, policy, procedure, benefits, and compliance questions, while recognizing that department directors and supervisors remain responsible for leading and managing their employees. Reporting directly to the Church Administrator, the HR Coordinator provides human resources support to both the Church Administrator and Executive Pastor, assisting with personnel matters across the departments and ministries under their respective supervision. The HR Coordinator manages routine HR administrative matters within established policies and procedures and works collaboratively with the Church Administrator and Executive Pastor to support their respective departments and staff. The HR Coordinator refers significant employee relations matters, investigations, disciplinary actions, policy decisions, compensation matters, and other issues requiring leadership involvement to the Church Administrator for coordination with the Executive Pastor, Senior Pastor, or appropriate church leadership, as applicable. Key Responsibilities1. Human Resources Administration and Personnel Records

• Coordinate and administer the church's day-to-day HR processes, records, forms, calendars, and documentation in accordance with established policies and procedures.
• Serve as the primary point of contact for employees and supervisors regarding routine HR questions, policies, procedures, benefits, leave, and employment matters.
• Conduct a comprehensive initial audit of all employee personnel files to identify missing, outdated, incomplete, or improperly maintained documentation and bring files into compliance with church policy and applicable recordkeeping requirements.
• Establish and maintain a standardized personnel-file system and checklist so required employment documents are consistently obtained, appropriately maintained, and periodically reviewed.
• Conduct periodic personnel-file audits following the initial review to ensure ongoing completeness, accuracy, confidentiality, and compliance.
• Maintain appropriate documentation related to hiring and eligibility, policy acknowledgments, background screenings, required training/certifications, compensation and status changes, evaluations, corrective action, leave, and separation, with records maintained separately when required or appropriate.
• Maintain HR calendars and deadlines for evaluations, benefits, training, certifications, renewals, and other personnel matters.
• Maintain strict confidentiality and discretion in all employee and personnel matters. 2. Job Descriptions, Recruitment, Hiring and Onboarding
• Coordinate the church-wide job description process, including drafting, reviewing, updating, and maintaining job descriptions in collaboration with the Church Administrator and appropriate supervisors.
• Ensure job descriptions accurately reflect duties, qualifications, reporting relationships, schedules, and employment classifications and establish a regular review process.
• Coordinate recruitment and hiring processes, including postings, applicant screening support, interview coordination, reference checks, and pre-employment requirements.
• Prepare approved offer and new-hire documentation and coordinate background checks, drug screenings, and other required screenings.
• Conduct or coordinate employee orientation and onboarding and ensure required policies, training, system access, forms, and acknowledgments are completed.
• Maintain a consistent, standardized onboarding process across departments and ministries. 3. Employee Relations and Supervisor Support
• Provide an accessible HR resource for employees and supervisors regarding workplace concerns, attendance, conduct, expectations, and established personnel policies.
• Receive and appropriately document employee complaints and concerns and assist with gathering information for workplace investigations.
• Consult the Church Administrator on significant employee relations matters, investigations, corrective actions, and employment recommendations.
• Assist supervisors with documentation for coaching, counseling, performance improvement, and corrective action while preserving the supervisor's responsibility to manage employees.
• Help resolve routine workplace conflicts fairly, timely, and consistently and promote professionalism, accountability, communication, and teamwork. 4. Performance Management and Employee Development
• Coordinate and maintain the administrative process for employee evaluations, including schedules, forms, reminders, documentation, and follow-up.
• Assist supervisors in establishing clear expectations and goals and in documenting performance discussions.
• Coordinate professional development, leadership training, and other employee training identified by leadership.
• Track required employee credentials, CPR/First Aid certifications, Safe Sanctuaries training, and other compliance-related training and renewal dates. 5. Policies, Handbook and Employment Compliance
• Maintain and periodically review the FUMC Employee Handbook and related personnel policies, procedures, forms, and acknowledgments.
• Research HR best practices and applicable federal, Alabama, and local employment requirements and recommend policy or process improvements to the Church Administrator.
• Assist the Church Administrator with development and revision of personnel policies and coordinate implementation of approved changes.
• Maintain working knowledge of wage/hour, leave, accommodations, employment documentation, record retention, and other HR compliance requirements.
• Identify compliance concerns and coordinate with the Church Administrator, PRemployer, legal counsel, insurance resources, or other professional advisors when additional expertise is needed. 6. Benefits, Leave and Workers' Compensation
• Serve as the primary internal contact for employee benefits, including health insurance, retirement, enrollment, changes, terminations, and open enrollment.
• Administer and track PTO and other approved leave and coordinate documentation related to FMLA, medical leave, accommodations, and other leave matters as applicable.
• Coordinate the HR administration of workplace injuries and workers' compensation, including incident documentation, claim initiation, communication, recordkeeping, and return-to-work documentation.
• Communicate approved personnel and benefit changes affecting payroll to the Bookkeeper and third-party provider through established procedures. 7. Employee Separation and Offboarding
• Coordinate HR processes for resignations, retirements, terminations, and other employee separations.
• Prepare and maintain separation documentation and conduct exit interviews when appropriate.
• Coordinate timely communication of approved separations to Finance, IT, supervisors, benefit providers, and other appropriate parties.
• Ensure return of church property, termination of access, benefit notifications, and required final HR documentation are completed. 8. Leadership and Organizational Support
• Provide HR support to the Church Administrator, Senior Pastor, Executive Pastor, supervisors, and SPRC while maintaining appropriate confidentiality.
• Prepare personnel information, reports, and documentation for leadership and SPRC as requested.
• Attend SPRC or other leadership meetings when requested for HR-related matters.
• Support a positive, collaborative, professional, and Christ-centered workplace culture and promote consistent personnel practices across departments.
• Serve as primary HR liaison with PRemployer and other HR-related outside resources.
• Perform other duties and responsibilities as assigned by the Senior Pastor, Executive Pastor, or Church Administrator, in support of the church's mission, ministries, and operations. Qualifications
• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Management, or related field preferred; an equivalent combination of education and relevant experience may be considered.
• Three or more years of progressively responsible HR experience preferred.
• Experience in a church, nonprofit, education, childcare, multi-department, or similarly complex organization highly desirable.
• SHRM-CP, PHR, or similar HR certification preferred but not required.
• Working knowledge of federal and Alabama employment laws and practical HR best practices.
• Practical experience with employee relations, recruitment/onboarding, benefits/leave, workers' compensation, performance processes, policy/handbook administration, compliance, and personnel documentation.
• Experience working with a PEO or third-party HR/payroll provider preferred.
• Ability to research unfamiliar HR issues, recognize risk, and identify when legal, payroll, insurance, or other outside expertise is needed.
• Exceptional confidentiality, discretion, objectivity, independent judgment, organization, and attention to detail.
• Strong interpersonal, written, and verbal communication skills and ability to work effectively with clergy, directors, supervisors, employees, and SPRC.
• Ability to prioritize multiple responsibilities and independently manage recurring HR processes within a 32-hour workweek.
• Proficiency with Microsoft Office and ability to learn HR, payroll-related, benefits, and recordkeeping systems. Staff Expectations and Working Environment
• Conduct oneself in a manner that honors Christ and reflects Christian character.
• Support the theology, mission, ministry, and values of First United Methodist Church and The United Methodist Church.
• Collaborate with staff and leadership in a spirit of unity, service, accountability, and professional excellence.
• Maintain confidentiality and exercise sound judgment in all personnel matters.

Pay:

$40,000.00 - $45,000.00 per year

Benefits:

401(k) 401(k) matching Dental insurance Employee discount Health insurance Life insurance Paid time off Professional development assistance Vision insurance

Education:

Bachelor's (Preferred)

Experience:

Human Resources :

5 years (Preferred)

License/Certification:

SHRM Certified Professional (Preferred)

Work Location:

In person