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Church Worker Jobs (NOW HIRING)

Anglican Church in North America

Rector

Greensboro, NC · On-site

Church of the Redeemer, an Anglican church located in Greensboro, NC, is a parish of the Diocese of ... working toward healing, trust, and renewed clarity of mission. We are seeking a priest with a ...

Trace Church

Childcare Worker

Colorado Springs, CO · On-site

$18 - $20/hr

Our staff are called to lead by example and help shape the culture of our church. This is ... Job Overview: Childcare Worker The Childcare Worker provides safe, structured child care for ...

Trace Church

Childcare Worker

Colorado Springs, CO

$18 - $20/hr

Our staff are called to lead by example and help shape the culture of our church. This is ... Job Overview: Childcare Worker The Childcare Worker provides safe, structured child care for ...

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How much do church worker jobs pay per hour?

As of Sep 7, 2026, the average hourly pay for church worker in the United States is $23.60, according to ZipRecruiter salary data. Most workers in this role earn between $20.91 and $26.92 per hour, depending on experience, location, and employer.

What is a church worker?

Church workers are individuals who serve in various roles within a church community, supporting its spiritual, administrative, and outreach activities. Their responsibilities can include leading worship, teaching, managing church operations, providing pastoral care, and organizing community events. Church workers may be ordained clergy, such as pastors or priests, or lay staff and volunteers who contribute to the daily functioning of the church. They play a vital role in helping the church fulfill its mission and connect with its members and the wider community.

How do church workers typically collaborate with other staff and volunteers in their daily responsibilities?

Church workers often collaborate closely with pastors, administrative staff, and volunteers to coordinate events, manage outreach programs, and support the congregation's needs. Regular meetings and open communication are essential to ensure everyone is aligned on goals and activities. Teamwork is a significant aspect of the role, as church workers may help organize services, plan community events, and assist with administrative duties. This collaborative environment fosters a sense of community and shared purpose, making interpersonal skills and flexibility important assets.

What are the key skills and qualifications needed to thrive as a church worker, and why are they important?

To thrive as a Church Worker, you generally need a background in theology or ministry, strong organizational skills, and often some relevant experience in church environments. Familiarity with church management software, presentation tools, and possibly certification in pastoral care or ministry training is valuable. Outstanding interpersonal skills, empathy, and effective communication help build trust and foster a supportive community. These abilities are essential for supporting congregational needs, coordinating activities, and maintaining a welcoming, well-run church environment.

What is the difference between Church Worker vs Religious Educator?

AspectChurch WorkerReligious Educator
CredentialsVaries; often includes background in ministry or theologyTypically requires theological or religious education, certifications in religious teaching
Work EnvironmentChurches, community centers, religious eventsReligious schools, churches, educational programs
Employer & IndustryReligious organizations, churches, faith-based nonprofitsReligious institutions, faith-based schools, educational nonprofits

Church Workers and Religious Educators both serve faith communities, but Church Workers often focus on general church support and outreach, while Religious Educators specialize in teaching religious doctrines and faith-based education. The roles overlap in credentials and work environments, but their primary functions differ in scope and focus.

How to get hired at a church?

To get hired as a church worker, candidates should typically demonstrate relevant skills such as communication, teamwork, and faith-based knowledge, often through volunteering or previous experience. Many positions require a background check and may prefer candidates with religious education or certifications. Applying directly to church offices or through church job boards is common, and networking within the congregation can also improve chances of employment.

What jobs can you do at a church?

Church workers can hold various roles including pastors, priests, ministers, choir directors, youth leaders, administrative staff, custodians, and outreach coordinators. These positions often require specific skills, certifications, or educational backgrounds, and may involve part-time or full-time schedules depending on the church's size and needs.

What qualifications do you need to work as a church worker?

Church workers typically need a high school diploma or equivalent; some roles may require post-secondary education or specialized training. Relevant skills include communication, organization, and a commitment to the church's mission. Depending on the position, certifications such as pastoral training or background checks may also be required.
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Cities with the most Church Worker job openings:

What states have the most Church Worker jobs?

States with the most job openings for Church Worker jobs include:

What job categories do people searching Church Worker jobs look for?

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Church Worker jobs near you
Infographic showing various Church Worker job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 72% Full Time, 22% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $49,095 per year, or $23.6 per hour.

Executive Director, Mission Advancement

The Lutheran Church Missouri Synod

Saint Louis, MO • On-site

Full-time

Re-posted 19 days ago

Job description

Executive Director, Mission Advancement
The Lutheran Church--Missouri Synod
Position Location: Local St. Louis area
Organization Profile
In grateful response to God’s grace and empowered by the Holy Spirit through Word and Sacraments, the mission of The Lutheran Church—Missouri Synod (LCMS) is vigorously to make known the love of Christ by word and deed within our churches, communities and the world.
The LCMS Mission Advancement (MADV) unit connects people in their voluntary charitable giving to the Synod’s ministry and mission efforts. It does so in a manner consistent with Scripture and the Lutheran Confessions while complying with legal, regulatory and ethical principles expected of all trustworthy philanthropic organizations. MADV works closely with LCMS Communications department to support the mission and ministry efforts of the Offices of National Mission, International Mission and Pastoral Education (all of which report to the LCMS Chief Mission Officer) as well as the general operations of corporate Synod.
Reporting Relationships
  • Reports to LCMS Chief Mission Officer (CMO). “The Chief Mission Officer, on behalf of the President, shall supervise fundraising activity of the national office according to the policies established by the Board of Directors of the Synod” (LCMS Bylaw 3.4.3.7).
  • Works in continual close collaboration with a group of peers reporting directly to the CMO: Executive Director of the Office of National Mission, Executive Director of the Office of International Mission, Executive Director of the Office of Pastoral Education and Executive Director of Communications.
  • Serves as executive-level advisory resource to the LCMS Board for National Mission, Board for International Mission, Board of Directors and Administrative Team.
  • Interfaces regularly in leadership and/or advisory role in support of advancement efforts of various LCMS ministries and agencies, including those outside of corporate Synod.
Essential Job Functions
  • Ensure all aspects of MADV’s work are performed in a manner consistent with Holy Scripture and the Lutheran Confessions, LCMS Board of Directors policies, professional ethical standards, legal and regulatory requirements, and nonprofit best practices.
  • Design, document and adjust corporate Synod’s comprehensive advancement strategy grounded in appreciative inquiry and response, with an aim to achieve the goals identified by Synod national office executive leadership.
  • Develop and maintain crucial supportive contributor bases and funding streams that sustainably support the Synod’s work in domestic mission, international mission, church worker recruitment/formation and accompanying leadership and infrastructure.
  • Provide key leadership and accountability for all aspects of MADV performance while supervising the efforts of the MADV team and all its members, cultivating a positive work environment that embodies trust, collaboration and inspiration toward the pursuit and achievement of MADV goals.
  • Ensure that Advancement staff receive appropriate training and mentoring; identify and implement appropriate processes, policies and organizational structures for maximum efficiency, consistent achievement of MADV goals and strong levels of team satisfaction.
  • Foster a team culture within MADV that is appropriately focused on establishing and strengthening mutually beneficial, long-term connections with constituents, donors, potential donors and influencers.
  • Provide direction that leverages deep understanding of Synod’s philanthropic environment and use of key performance indicators, success metrics and information technology to assist in the achievement of MADV goals.
  • Identify and develop innovative partnerships and working arrangements that advance the future work and capacity of MADV and corporate Synod operations, doing so in ways that increase engagement and joy within the Synod and her workers, congregations, schools and congregants.
  • Ensure that biblical stewardship principles are applied throughout the operation of the MADV unit, including the design of the unit budget proposals and oversight/control of actual expenditures.
  • Exert positive Synod leadership and collaboration in working relationships pertaining to advancement leadership and advancement initiatives with all other units in corporate Synod and in other LCMS agencies, auxiliaries and RSOs.
Education and Experience
  • Active membership in good standing in an LCMS congregation, faithful to the Holy Scriptures and the Lutheran Confessions, and supportive of the Synod's Constitution, Bylaws, and policies;
  • Minimum of a bachelor’s degree in related field; master’s degree strongly preferred;
  • Advanced education or certification in fundraising or development/advancement best practices (e.g. CFRE) strongly preferred; and
  • Six or more years of experience in development/fund raising, management, public relations, marketing or administration.
Knowledge, Skills and Abilities
  • Familiarity with the Synod’s doctrine, practices, mission, structure and/or programmatic ministries (strongly preferred);
  • Knowledge of Christian stewardship and the practical application of stewardship principles;
  • Ability to engage/work effectively with a broad spectrum of Synod stakeholders, e.g., senior executive leadership, rostered church workers, lay congregants, agencies, auxiliaries and other partners of Synod;
  • Ability to function in a complex organization, emphasizing accountability for results;
  • Ability to set and achieve organizational advancement goals — major gifts, campaigns, direct or planned giving, etc.;
  • Ability to establish, lead, manage and coach team of significant size (currently 40+ staff members, in-office and deployed) to execute plans and achieve desired ends;
  • Ability to understand situational contexts, make appropriate leadership decisions from and contribute to improvements in LCMS management processes and information systems, e.g., CRM and accounting;
  • Ability to lead the organization and implementation of advancement professional development and advancement education initiatives for MADV team members and other stakeholder audiences;
  • Accommodative to business travel (as need arises); and
  • Strong communication abilities, written and oral.
Supervisory Responsibility
This position is responsible for directly supervising the following staff positions in Mission Advancement:
  • Director, Transformative Giving
  • Director, Missionary Network Care and Support
  • Director, Managed Giving
  • Director, Member Engagement
  • Director, Campaigns and Special Initiatives
  • Consulting Director, Strategy and Analytics
  • Executive Assistant
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