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Church Operations Manager Jobs in Ohio (NOW HIRING)

Crossroads Church

Site Security Leader

Mason, OH

$17 - $20.75/hr

Lead and manage all aspects of the site's security operations, including implementing security protocols, policies, and emergency preparedness plans. * Patrol and Monitoring:Regularly patrol church ...

Crossroads Church

Site Security Leader

Mason, OH · On-site

$17 - $20.75/hr

Lead and manage all aspects of the site's security operations, including implementing security protocols, policies, and emergency preparedness plans. * Patrol and Monitoring: Regularly patrol church ...

Crossroads Church

Site Security Leader (Oakley)

Cincinnati, OH · On-site

$17.25 - $21/hr

Lead and manage all aspects of the site's security operations, including implementing security protocols, policies, and emergency preparedness plans. * Patrol and Monitoring:Regularly patrol church ...

Crossroads Church

Site Security Leader (Oakley)

Cincinnati, OH · On-site

$17.25 - $21/hr

Lead and manage all aspects of the site's security operations, including implementing security protocols, policies, and emergency preparedness plans. * Patrol and Monitoring: Regularly patrol church ...

Crossroads Church

Site Security Leader (Oakley)

Cincinnati, OH · On-site

$17.25 - $21/hr

Lead and manage all aspects of the site's security operations, including implementing security protocols, policies, and emergency preparedness plans. * Patrol and Monitoring: Regularly patrol church ...

The Word Church

Finance Assistant

Cleveland, OH · On-site

$46K - $52K/yr

The Finance and Operations Assistant of The Word Church will be one who works as unto the Lord ... manage multiple priorities and deadlines • Clear written and verbal communication skills • ...

The Word Church

Finance Assistant

Cleveland, OH · On-site

$46K - $52K/yr

The Finance and Operations Assistant of The Word Church will be one who works as unto the Lord ... manage multiple priorities and deadlines • Clear written and verbal communication skills • ...

Grace Church

Worship Pastor

Middleburg Heights, OH

Lead the Grace Church community in worship that exalts Jesus. * Shepherd and guide the worship ... Leadership/Management experience * Licensure/Ordination in the Christian & Missionary Alliance, or ...

Grace Church

Worship Pastor

Middleburg Heights, OH · On-site

Lead the Grace Church community in worship that exalts Jesus. * Shepherd and guide the worship ... Leadership/Management experience * Licensure/Ordination in the Christian & Missionary Alliance, or ...

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All JobsChurch Operations JobsChurch Operations Manager JobsChurch Operations Manager Jobs in Ohio

Church Operations Manager information

See Ohio salary details

$29.5K

$60.3K

$112.7K

How much do church operations manager jobs pay per year?

As of Jul 17, 2026, the average yearly pay for church operations manager in Ohio is $60,328.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,000.00 and $73,700.00 per year, depending on experience, location, and employer.

What does a typical week look like for a Church Operations Manager?

A typical week for a Church Operations Manager involves overseeing facility maintenance, coordinating events and worship logistics, managing budgets, and supporting administrative staff. You’ll frequently interact with pastors, ministry leaders, volunteers, and external vendors to ensure smooth operations and effective communication. The role can involve hands-on problem solving, planning for upcoming services or events, and addressing any urgent operational needs. This variety makes the position ideal for organized professionals who enjoy working in a collaborative and values-driven environment.

What is a Church Operations Manager job?

A Church Operations Manager oversees the daily operations of a church, ensuring administrative, financial, and facility management run smoothly. They handle budgeting, staff coordination, event planning, and facility maintenance to support the church's mission. This role requires strong leadership, organizational, and communication skills. By managing logistics and resources, they allow pastors and ministry leaders to focus on spiritual and community outreach.

What are the key skills and qualifications needed to thrive in the Church Operations Manager position, and why are they important?

To thrive as a Church Operations Manager, you need organizational management expertise, budgeting skills, and experience in facilities oversight, often supported by a degree in business administration or a related field. Familiarity with church management software, accounting tools, and scheduling systems is commonly required. Strong interpersonal communication, problem-solving abilities, and a heart for service help candidates excel in this role. These skills ensure efficient daily operations, a positive environment for staff and congregation, and alignment with the church’s mission and values.

What are popular job titles related to Church Operations Manager jobs in Ohio? For Church Operations Manager jobs in Ohio, the most frequently searched job titles are:
What job categories do people searching Church Operations Manager jobs in Ohio look for? The top searched job categories for Church Operations Manager jobs in Ohio are:
What cities in Ohio are hiring for Church Operations Manager jobs? Cities in Ohio with the most Church Operations Manager job openings:
Church Operations Manager jobs near you
Infographic showing various Church Operations Manager job openings in Ohio as of July 2026, with employment types broken down into 1% Internship, 63% Full Time, 34% Part Time, 1% Temporary, and 1% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution, with an average salary of $60,328 per year, or $29 per hour.
Talent Acquisition Operations Manager

Talent Acquisition Operations Manager

National Church Residences

Dublin, OH • On-site

Full-time

Posted 8 days ago

National Church Residences rating

5.5

Company rating: 5.5 out of 10

Based on 20 frontline employees who took The Breakroom Quiz

161st of 236 rated social care providers

Job description

Job Description:
TALENT ACQUISITION OPERATIONS MANAGER
Division: Corporate - Human Resources
Status: Exempt
Location: Dublin, OH; Hybrid; In office (T - Th); Relocation not offered
Reports To: Vice President, HR Operations
Supervises: Sr. Talent Acquisition Partners, Talent Acquisition Partners, Sr. Talent Acquisition Coordinator, Talent Acquisition Coordinators and Talent Acquisition Strategists
PURPOSE
According to prescribed policies and procedures of the organization, including all applicable federal, state, local, and accreditation regulations, and under the general supervision of the Vice President of HR Operations, the Talent Acquisition Operations Manager provides strategic and operational leadership for the National Church Residences Talent Acquisition function.
The incumbent is responsible for developing and executing recruitment strategies that enable the organization to attract, engage, and hire top talent across the Healthcare, Housing, and Corporate divisions. This role leads a team of Talent Acquisition professionals, ensuring the delivery of exceptional candidate and hiring manager experiences while creating proactive talent pipelines that support current and future workforce needs.
The Talent Acquisition Operations Manager serves as the organization's subject matter expert for talent acquisition operations, recruiting analytics, sourcing strategy, employer branding, workforce planning, and recruitment process optimization. The position oversees end-to-end recruitment across the organization, collaborating with business leaders to forecast talent needs, support workforce planning, and execute effective hiring strategies to ensure the attraction and selection of top talent for critical business needs. Additionally, this role is directly responsible for personally leading recruitment efforts for director and senior director-level corporate positions, as well as other key strategic and hard-to-fill roles, ensuring a high-quality candidate experience and successful hiring outcomes. Recruitment of Vice President-level and above positions remains the responsibility of the Vice President of HR Operations.
The position also manages key Talent Acquisition vendor relationships, evaluates and implements innovative sourcing and recruiting solutions, and leads pilot programs to enhance recruiting effectiveness, candidate experience, and operational efficiency. Furthermore, this role owns the development and maintenance of Talent Acquisition dashboards, recruiter scorecards, service level agreements (SLAs), key performance indicators (KPIs), and reporting that measure team performance, hiring outcomes, candidate experience, diversity outreach efforts, and overall recruiting effectiveness, using data-driven insights to continuously improve talent acquisition strategies and results.
ESSENTIAL FUNCTIONS
Talent Acquisition Leadership
  • Leads, develops, coaches, and mentors a team of Talent Acquisition professionals, including Senior Talent Acquisition Partners, Talent Acquisition Partners, Talent Acquisition Coordinators, a Senior Talent Acquisition Coordinators, and Talent Acquisition Strategists.
  • Establishes performance expectations, goals, development plans, and accountability measures for recruiting team members.
  • Creates a high-performing, service-oriented recruiting function that delivers exceptional hiring manager and candidate experiences.
  • Partners with HR leadership and business leaders to identify workforce trends, anticipate hiring needs, and align recruiting strategies with organizational priorities.
  • Drives consistency and compliance across all recruiting, selection, and onboarding practices.

Full-Cycle Recruiting
  • Leads full-cycle recruitment across the organization, collaborating with business leaders to forecast talent needs, support workforce planning, and execute effective hiring strategies to attract and select top talent.
  • Partners with hiring managers to develop effective recruitment strategies and sourcing plans for critical and hard-to-fill roles.
  • Conducts intake meetings, candidate screenings, interviews, assessments, offer negotiations, and hiring recommendations.
  • Utilizes proactive sourcing techniques, networking, referrals, social media platforms, professional associations, and industry partnerships to identify and engage qualified candidates.
  • Ensures quality-of-hire standards and appropriate candidate selection practices are consistently followed.

Recruiting Strategy & Workforce Planning
  • Develops and implements enterprise-wide Talent Acquisition strategies supporting Healthcare, Housing, and Corporate workforce needs.
  • Collaborates with leaders to develop workforce plans and succession-focused talent pipelines.
  • Identifies emerging talent market trends and recommends recruiting strategies to improve attraction and retention outcomes.
  • Oversees employer branding initiatives, recruitment marketing campaigns, and candidate engagement strategies.
  • Evaluates and recommends innovative sourcing tools, technologies, and recruitment methodologies.

Talent Pipeline Development & Innovative Sourcing Channels
  • Provides leadership and direction to Talent Acquisition Strategists responsible for proactive sourcing and pipeline development.
  • Oversees the creation and maintenance of diverse candidate pipelines through academic partnerships, workforce development programs, community organizations, professional associations, and industry networks.
  • Develops innovative approaches to engage passive talent and hard-to-reach candidate populations.

Talent Acquisition Operations & Process Improvement
  • Oversees recruiting workflows, requisition management, interview coordination processes, candidate communications, employment offers, and onboarding transitions.
  • Develops, maintains, and continuously improves Talent Acquisition Standard Operating Procedures (SOPs), Service Level Agreements (SLAs), workflows, and best practices.
  • Ensures compliance with all applicable employment laws, regulations, and organizational policies.
  • Partners with HR Operations and HR Business Partners to improve recruiting effectiveness and operational efficiency.
  • Serves as the functional lead for Talent Acquisition systems, reporting tools, applicant tracking systems, and recruitment technologies.

Analytics, Reporting & Performance Management
  • Develops and maintains Talent Acquisition dashboards, recruiter scorecards, and executive reporting.
  • Establishes and monitors leading and lagging recruiting KPIs, including but not limited to:
    • Time-to-fill
    • Time-to-start
    • Candidate pipeline health
    • Offer acceptance rate
    • Source effectiveness
    • Hiring manager satisfaction
    • Candidate experience metrics
    • Recruiter productivity
    • Diversity outreach and pipeline metrics
    • Cost-per-hire
    • Quality-of-hire
    • Retention of new hires
  • Provides regular reporting and recommendations to the Vice President of HR Operations and organizational leaders.
  • Utilizes recruiting data and workforce analytics to identify opportunities, mitigate risks, and improve hiring outcomes.

Stakeholder Partnership
  • Builds strong relationships with executive leadership, hiring managers, HR Business Partners, and operational leaders.
  • Serves as a trusted advisor on talent market conditions, recruitment practices, workforce planning, and talent acquisition strategy.
  • Facilitates recruiting-related training and consultation for leadership teams.
  • Promotes collaborative partnerships that support organizational growth and business objectives.

EXPECTATIONS
  • Demonstrates and maintains a positive, professional, and customer-focused approach.
  • Leads by example and fosters a collaborative, high-performance team environment.
  • Exhibits exceptional judgment, initiative, problem-solving, and decision-making capabilities.
  • Maintains confidentiality and discretion in handling sensitive information.
  • Utilizes data and analytics to drive business decisions and continuous improvement.
  • Promotes innovation and operational excellence throughout the Talent Acquisition function.
  • Demonstrates behaviors consistent with the National Church Residences Mission, Vision, Values, and Code of Conduct.
  • Performs other duties as assigned.

JOB SPECIFICATION SHEET - TA Operations Manager
Education
  • Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field required.
  • Master's degree preferred.
  • Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, AIRS, CIR, or similar recruiting certifications preferred.

Experience
  • Seven (7) or more years of progressive Talent Acquisition, Recruiting, Human Resources, or Workforce Planning experience required.
  • Three (3) or more years of people leadership experience required.
  • Experience leading enterprise or multi-site recruiting functions preferred.
  • Experience recruiting corporate leadership and professional positions required.
  • Demonstrated experience developing recruiting metrics, dashboards, scorecards, and workforce analytics required.
  • Experience managing Applicant Tracking Systems (ATS), CRM platforms, and Human Capital Management (HCM) systems required; Workday preferred.
  • Healthcare, senior living, affordable housing, or human services industry experience preferred.

Mental: Must have excellent communication, comprehension, and interpersonal skills. Must have the ability to speak, read, write and understand English, as well as the ability to make self-understood.
Skills
  • Strong leadership, coaching, and team development capabilities.
  • Advanced recruiting, sourcing, interviewing, and talent assessment skills.
  • Excellent analytical and reporting capabilities.
  • Advanced proficiency in Microsoft Excel, Power BI, Workday, and other reporting technologies preferred.
  • Strong project management and process improvement skills.
  • Exceptional written, verbal, and presentation skills.
  • Ability to manage multiple priorities in a fast-paced environment.
  • Strong business acumen and consultative partnership skills.

Travel
Moderate travel (approximately 25-40%) as needed to support recruiting initiatives, career fairs, leadership meetings, workforce partnerships, and operational locations.
Licensure/Certification
Professional Human Resources or Talent Acquisition certification preferred.
Supervision Received: General supervision: Employee generally operates by himself/herself checking with supervisor when in doubt.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, ancestry, military status, disability, genetic information and/or any other characteristics protected by applicable law.

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