Description

The Office of Human Resources at the Pastoral Center is seeking a qualified Director of Human Resources. 

The Director of Human Resources, under the direction of the Chief Human Resources Officer (CHRO), serves as a primary Human Resources advisor to pastors, principals, and organizational leaders across the Diocese of Richmond, supporting approximately 2,800 employees in parishes, schools, and affiliated organizations.

This role requires an experienced Human Resources professional with a strong foundation in HR practice who approaches the work as a servant leader, supporting pastors, principals, and ministry leaders in their responsibilities as employers. The successful candidate will demonstrate professionalism, discretion, and a collaborative spirit, along with an appreciation for working within a religious organization and the ability to navigate the intersection of federal, state, and canon law in a manner consistent with the mission and values of the Catholic Church.

The Director leads and supports the day-to-day delivery of Human Resources services and is responsible for resolving most personnel matters at the local level, while escalating complex or high-risk issues as appropriate. The role requires sound judgment, discretion, and strong interpersonal diplomacy in serving clergy, school leaders, and ministry staff.  

The Director assists the CHRO in implementing diocesan Human Resources initiatives, policies, and programs and serves as a senior operational leader within the Office of Human Resources. This position also functions as a backup and key deputy to the CHRO, providing leadership and ensuring continuity of operations. Over time, this role is expected to grow in scope and leadership responsibility within the department.

Responsibilities and Tasks:

Employee relations

Advisory and Leadership

Serve as the lead Human Resources advisor to pastors and principals regarding employee relations and personnel matters across the Diocese.
Serve as a trusted advisor to diocesan leadership, providing sound judgment and practical guidance on complex personnel and organizational matters.

Case Management and Issue Resolution

Lead and manage complex employee relations matters from intake through resolution, including performance concerns, disciplinary actions, workplace conflict, and employee separations, ensuring consistency with diocesan policies and employment law.
Assess risk in employee relations matters and determine the appropriate course of action, resolving issues independently when appropriate and escalating high-risk or sensitive matters as needed.
Provide consultation and support in handling complex or sensitive personnel matters involving clergy, school leadership, and long-tenured employees.
Maintain appropriate documentation and ensure proper recordkeeping related to employee relations matters in accordance with diocesan policies and legal requirements.

Investigations and Compliance

Conduct and/or oversee investigations into complaints involving discrimination, harassment, misconduct, and other workplace concerns, ensuring thorough, objective, and well-documented outcomes.
Respond to EthicsPoint reports and coordinate appropriate follow-up, investigations, and resolution in collaboration with the CHRO and other offices as needed. 
Ensure consistent and legally compliant application of diocesan policies, employment practices, and standards of conduct across parishes, schools, and diocesan offices.

Coaching and Organizational Support

Provide leadership and guidance in navigating sensitive personnel matters, including those involving long-tenured employees, balancing respect for institutional knowledge and culture with accountability, performance expectations, and organizational needs. Support leaders in handling these situations with sound judgment, appropriate documentation, and pastoral sensitivity.

HR Operations & Functional Oversight

Leadership and Operational Ownership

Influence and guide employment practices and organizational decisions across diocesan ministries to ensure alignment with diocesan policies, legal requirements, and best practices.
Take ownership of Human Resources matters and initiatives as needed, exercising independent judgment and leadership in the absence of the CHRO or when delegated.

Functional Oversight and Coordination

Maintain broad working knowledge of all Human Resources functional areas, including payroll, benefits, HRIS, recruiting, onboarding, and training, to effectively support diocesan ministries and ensure consistent application of policies and practices.
Provide operational oversight and coordination of HR functions, working closely with the Assistant Director of HR, Payroll and Benefits Managers, and other HR team members.
Partner with internal HR functional leaders and external stakeholders (parishes and schools) to ensure payroll processing, benefits administration, recruiting, and onboarding activities are conducted accurately, efficiently, and in compliance with diocesan policies and applicable employment laws.

Systems, Compliance, and Consistency

Ensure alignment and consistency across HR operations, including employee data management, classification, compensation practices, and benefits administration within the UKG HRIS system.
Conduct organizational reviews and audits of parishes and schools to ensure compliance with diocesan, federal, and state regulations. Work to establish a regular review schedule, utilizing a standardized approach and implementing follow-up processes to address and resolve identified deficiencies.
Partner with the CHRO to monitor and ensure compliance with federal, state, and local employment laws, assisting in the development, communication, and implementation of policy updates and changes as needed.

Advisory Support to Ministries

Serve as a knowledgeable resource to external stakeholders (parishes and schools) on how HR functional areas (e.g., payroll, benefits, onboarding) interact with employee relations and personnel decisions.

Projects and Continuous Improvement

Assist with HR initiatives impacting multiple functional areas, including process improvements, system updates, and implementation of diocesan-wide programs.
Support benefits open enrollment, onboarding processes, and HRIS-related initiatives as needed. 
Other

Leadership, Projects, and Team Development

Lead and coordinate Human Resources projects and initiatives in collaboration with other diocesan offices, ensuring alignment with organizational priorities, effective execution, and consistent application of policies and practices across parishes, schools, and diocesan ministries.
Provide mentorship, guidance, and informal leadership to HR team members, supporting their professional development within the Human Resources field and strengthening overall HR capability across the department.
Support the development and coordination of HR staff and functional areas, with the expectation of assuming increased leadership responsibility over time.

Administrative and Departmental Support

Serve as primary owner of the HR mailbox, reviewing and triaging inquiries daily to ensure timely and appropriate response.
Participate in staff meetings, goal setting, and departmental planning activities.
Perform other duties as assigned.

Requirements

Qualifications:

A bachelor’s degree in human resources or a related field is required, along with 10+ years of progressively responsible Human Resources leadership experience, including significant and demonstrated expertise in employee relations, preferably in a nonprofit environment. Active HR certification such as PHR/SPHR or SHRM-CP/SHRM-SCP is strongly preferred.

The successful candidate must bring credibility and integrity to the Human Resources function and demonstrate exceptional communication, leadership, facilitation, and organizational skills, along with strong planning and problem-solving abilities. Demonstrated ability to operate at a senior leadership level, with the capacity to assume broader responsibility within the Human Resources function over time, is required.

The role requires the ability to maintain confidentiality, analyze data and metrics, and effectively manage multiple priorities while meeting deadlines. A working knowledge of Microsoft Office is expected, along with an understanding of the structure, mission, and teachings of the Catholic Church. Pastoral sensitivity and the ability to work effectively within a ministry environment are essential.

A practicing Catholic in good standing is strongly preferred but not required.

Working Conditions:

This position is full-time and based out of the Pastoral Center in Richmond, VA.  Partial telework may be available after 3 months of employment.  Occasional evening or weekend work; frequent day travel and occasional overnight travel is required.