HR Operations Manager

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• Develop and maintain proficiency in UKG in all areas; make recommendations for expanding utilization to include employee intranet, mobile app, onboarding, and applicant tracking.
• Ensure accuracy of UKG data being entered by HR staff by reviewing and approving staff’s work.
• Work with HR staff to manage the Open Enrollment and other benefit processes and reports in UKG.
• Continue to investigate, evaluate, and implement new system enhancing features in UKG.

• Oversee the payroll function including reviewing reports, auditing work, approving final payroll.
• Process payroll as a back‑up to the Payroll Coordinator as needed.
• Process staff changes as needed to back‑up HR staff.

• Post open positions.
• Develop and maintain proficiency in all aspects of the recruiting program in UKG.
• Ensure position plan accuracy and alignment with grade/salary.
• Manage recruiting, testing, and interviewing functions; counsel managers on candidate selection.
• Expand the current orientation format.
• Process administrative documentation for new hires and internal transfers.
• Act as the main point of contact for employment inquiries from the public.
• Present Licensing Orientation to newly licensed pastors/ministers.

• Perform project related work as needed such as salary surveys, benefit research, analysis of data, staff tracking, etc.
• Research salary survey data and conduct periodic reviews of compensation structure. Make recommendations for revisions.
• Responsible for updating and maintaining the employee handbook.
• Ongoing evaluation of systems/processes for automation and self‑service options; customize tech systems as needed.

• Ongoing oversight of functional HR operational areas primarily related to benefits, HRIS systems, and payroll.
• Responsible for implementation of benefit plans in accordance with plan documents. Annual review of policies and cost effectiveness.
• Ensure regulatory compliance with government agencies.
• Responsible for the review of all staff DOJ reports. Ensure compliance across organization for background checks.
• Run/review standard reports for leadership as requested.
• Directly supervise 2 staff members.

• 6+ years in Human Resources in both for-profit and nonprofit sectors.
• 1‑2 years experience with Payroll.
• High level of technical aptitude and analytical skills.
• Experience with UKG highly desirable.
• College degree in Human Resources desirable.
• SHRM or HRCI certification is desirable.
• Proven experience in supervising and developing HR staff.
• Strong skills in data accuracy, validation, and auditing.
• Skilled in interpreting data, conducting research, and analyzing data trends.
• Ability to delegate effectively while maintaining accountability for outcomes.
• Strong coaching and mentoring skills.
• Ability to multitask in a busy work environment.
• Clear communication style – both written and verbal.
• Ability to build effective relationships across teams and with leadership.

• Highly competitive benefits plans. Health plans with employee low deductible medical (EPO and PPO), dental, and vision coverage.
• 403(b) retirement plan with employer contribution.
• Generous holiday and paid time off plans, including a paid week off between Christmas and New Year’s Day.

Saddleback Church’s pay philosophy is based on internal and external data for pay equity and budgetary considerations for effective stewardship. The estimated pay rate for this position is $75,000–$85,000 annually, depending on experience. We will provide a pay rate within our salary structure that fits a candidate’s qualifications and experience for the job. The posted wage range does not guarantee a specific job offer.

Saddleback Church is both an equal opportunity employer and a faith‑based religious organization. We conduct hiring without regard to race, ethnicity, national origin, citizenship, age, sex, marital status, membership in any labor organization, political ideology, or disability of an otherwise qualified individual. The status of Saddleback Church as an equal opportunity employer does not prevent us from hiring staff based on their religious beliefs so that all employees share the same religious commitment, which is central to our mission.

• Mid‑Senior level

• Full‑time

• Human Resources
• Religious Institutions