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Remote Spiritual Director Jobs (NOW HIRING)

Intervarsity

Senior Director, Human Resources

Remote - USA Schedule: Full time To advance the purpose of InterVarsity, this position will provide ... Foster an environment of spiritual growth among the HR team Collaboration: * Build trusted, high ...

Sanford Health

Clinical Pastoral Educator

Fargo, ND · On-site +1

Why you will love this role: • Supportive Work Environment • Remote Eligible role. • Patient ... spiritual support with staff chaplains by managing the student's self-directed learning in group ...

Young Life

Midland, Texas Capernaum Coordinator

This is not a remote job and must be done in Midland, Texas. This job can be either a full or ... With the Area Director lead teams and individuals in spiritual development. * Ensure that all Young ...

Williams College

Protestant Fellow

Williamstown, MA · On-site +1

$24 - $27/hr

This position is not eligible for remote or hybrid work. Responsibilities: * In collaboration with the Director of Catholic Life & Christian Partnerships: * Provide spiritual care to Protestant ...

International Justice Mission

... remote for non-local candidates and reports to SVP, Accounting. This role requires current ... Participation in IJM's community of spiritual formation. Qualifications: * Bachelor's degree in ...

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How much do remote spiritual director jobs pay per year?

As of Sep 15, 2026, the average yearly pay for remote spiritual director in the United States is $123,955.00, according to ZipRecruiter salary data. Most workers in this role earn between $106,000.00 and $137,000.00 per year, depending on experience, location, and employer.

What is a remote spiritual director?

Remote Spiritual Directors are trained professionals who provide spiritual guidance, support, and companionship to individuals through virtual means such as video calls, phone calls, or messaging. Their role is to help people explore their faith, deepen their spiritual lives, and navigate life’s challenges from a spiritual perspective. Sessions are typically confidential and personalized to meet the unique needs and beliefs of each individual, regardless of religious tradition. Remote Spiritual Directors are often certified or have undergone specialized training in spiritual direction, and they adhere to ethical standards that ensure respect and confidentiality.

How does a remote spiritual director typically structure sessions and maintain meaningful connections with clients virtually?

Remote Spiritual Directors often use video conferencing platforms to conduct sessions, ensuring privacy and a supportive atmosphere. Sessions are typically scheduled weekly or biweekly, and directors may supplement meetings with email check-ins or reflective exercises. Building trust and genuine connection remotely requires intentional listening and clear communication, as well as adaptability to various technologies and client preferences. Directors also often engage in ongoing supervision or peer support groups to enhance their practice and maintain accountability.

What are the key skills and qualifications needed to thrive as a remote spiritual director, and why are they important?

To thrive as a Remote Spiritual Director, you need a deep grounding in spiritual or theological studies, relevant training in spiritual direction, and often a certification from a recognized program or association. Familiarity with secure video conferencing platforms and digital communication tools is essential for conducting remote sessions. Exceptional listening skills, empathy, and the ability to offer non-judgmental guidance help build trust and rapport with clients. These skills and qualities are crucial for providing meaningful spiritual support and fostering personal growth in a virtual environment.

What is the difference between Remote Spiritual Director vs Remote Chaplain?

AspectRemote Spiritual DirectorRemote Chaplain
CredentialsSpiritual direction certification, pastoral trainingChaplain certification, pastoral or clinical training
Work EnvironmentPrivate sessions, spiritual guidance settingsHospitals, military, correctional facilities, online
Employer & IndustryReligious organizations, wellness centersHospitals, military, prisons, faith-based institutions

Remote Spiritual Directors and Remote Chaplains both provide spiritual support but differ mainly in their settings and certifications. Spiritual Directors focus on personal spiritual growth, often working one-on-one in private sessions, while Chaplains serve in institutional environments like hospitals or military settings. Both roles require pastoral or spiritual credentials, but Chaplains typically need specialized certification for institutional work.

How much do remote spiritual directors get paid?

Remote spiritual directors typically earn between $30,000 and $70,000 annually, depending on experience, certifications, and client base. Compensation can vary based on whether they work independently or through organizations, and some may charge hourly or session-based fees.

What qualifications do you need to be a remote spiritual director?

A remote spiritual director typically needs relevant training or certification in spiritual direction, counseling, or pastoral care, along with strong interpersonal and active listening skills. Many roles also require experience in spiritual or religious practices and the ability to work independently in a virtual environment.
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Remote Spiritual Director jobs near you
Infographic showing various Remote Spiritual Director job openings in the United States as of September 2026, with employment types broken down into 84% Full Time, 14% Part Time, and 2% Contract. Highlights an 100% Remote job distribution, with an average salary of $123,955 per year, or $59.6 per hour.

Senior Director, Human Resources

Remote

Intervarsity
1 - 5K employees
Learn more about Intervarsityexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 11 days ago

Job description

Senior Director, Human Resources

Work Location:

Remote - USA

Schedule:

Full timeTo advance the purpose of InterVarsity, this position will provide strategic, systems-level leadership for the Human Resources function, partnering closely with leadership in HR and across the organization to support the design, evolution and execution of the organization's people strategy. The emphasis is on growing and stewarding HR as a proactive, trusted, and forward-looking partner to the Fellowship - cultivating a healthy and thriving organizational culture that advances ministry on campus.

MAJOR RESPONSIBILITIES

Personal:

  • Be a maturing disciple of Jesus Christ: growing in love for God, God's Word, God's people of every ethnicity and culture, and God's purposes in the world
  • Be a lifelong learner who prizes the discipleship of the mind, particularly staying current on issues of business practices within ministry, human resources, and talent management

Leadership:

  • Ensure the goals of all reporting functions align with InterVarsity's Purpose Statement, Vision Statement, Core Values, Doctrinal Basis, and Strategic Initiatives
  • Serve as a strategic thought partner and builder, translating HR functions and processes into a coherent, executable people strategy in alignment with our mission and purpose
  • Participate in the development and implementation of strategic plan objectives and HR department strategies, goals, technologies, policies, and procedures
  • Develop long-range plans with measurable objectives for assigned HR functions
  • Provide systems-level leadership: diagnose root causes, surface interdependencies across functions, and design coherent, scalable people systems
  • Anticipate shifting workforce needs and position HR upstream, evolving the function toward proactive, strategic partnership that engages early and shapes strong outcomes
  • Strengthen the HR team's strategic partnership and employee relations capabilities-establishing consistent, collaborative, and well-documented practices that are data-driven and best-in-class
  • Lead the design, administration, and continuous improvement of InterVarsity's compensation strategy, ensuring pay practices are internally equitable, externally competitive with nonprofits and ministries, and aligned with InterVarsity's mission, values, and stewardship commitments

Supervision:

  • Recruit, hire, train, develop, supervise and retain qualified HR staff
  • Build an effective team by facilitating strong collaboration, and championing the understanding of organizational interdependencies
  • Design and continually refine the HR operating model-establishing clear, focused roles and lanes of ownership, sound accountability structures, and dedicated capacity so the team can prioritize optimally in partnership with key stakeholders, with a high emphasis on supporting the mobilization of our campus ministries
  • Ensure policies, procedures, and HR programs are consistently administered and aligned with our mission, organizational goals, and in compliance with industry standards and legal requirements
  • Ensure that assigned HR team equips the movement as a center of excellence, stewards resources, provides strategic information, and delivers value-adding services to staff directors and staff
  • Foster an environment of spiritual growth among the HR team

Collaboration:

  • Build trusted, high-credibility partnerships with senior leaders across all organizational lines-bringing high emotional intelligence and strong relationship-building skills to advance strategic projects and change initiatives across the Fellowship
  • Provide HR Policy guidance and interpretation to Staff Directors and staff across InterVarsity. Advise leadership of new developments in HR policies, procedures and programs, and employment laws
  • Partner with Staff Directors and Staff on HR and employment related projects and issues
  • Identify training needs for Staff Directors and Staff; facilitate point-in-time coaching and training sessions on HR related topics
  • Build strong working relationships with People Operations leaders to ensure an integrated approach to deliver value added service and strategic counsel to the Fellowship
  • Maintain an effective level of literacy of the various InterVarsity ministries, initiatives, and contexts
  • Lead change in a way that honors people-translating organizational and structural change into clear, concrete implications that engage and support staff along the journey

Administration:

  • Assist in developing and managing annual HR budgets
  • Assess and anticipate HR-related needs; recommend new or revised systems, programs, and procedures to improve the efficiency and effectiveness of the HR department
  • Ensure compliance with all applicable federal and state employment related legal requirements and InterVarsity policies and procedures; assist in mitigating legal risks, and partner with the Legal department as necessary
  • Participate in professional development sessions, conferences and seminars
  • Use people data-including staff survey results, HCM data, and workforce trends-to inform priorities, anticipate risks, and ground recommendations in evidence rather than assertion

Fund Development:

  • Develop a team of prayer and financial support
  • Raise an agreed-upon amount of financial support
  • Establish and nurture ministry partner relationships through visits, phone calls and regular prayer letters
  • Communicate regularly with direct reports concerning their fund development responsibilities

Work Environment/Physical Requirements:

  • A designated workstation at the NSC or a remote office
  • Required travel includes but is not limited to: People Operations and HR meetings, Ministry Partnership Development meetings, training sessions, and conferences
  • Regularly required to communicate with others, and routinely use standard office equipment such as computers, phones, photocopiers, filing cabinets, etc.

QUALIFICATIONS

  • Annually affirm InterVarsity's Statement of Faith
  • Thorough knowledge of, or the ability to learn: the purpose, vision, ministries and policies of InterVarsity
  • Bachelor's degree in HR, management, business or a relevant field, a minimum of 12 years of progressive HR experience, and 7 years of management experience is required
  • An advanced degree in a relevant field and an HR professional certification is strongly preferred
  • Demonstrated experience implementing and managing successful HR programs
  • Strong HR Business Partner experience across a variety of industries; experience in service-oriented or non-profit industries strongly preferred
  • Demonstrated strategic and systems thinking-the ability to diagnose root causes, see interdependencies, and design coherent people systems rather than one-off fixes
  • High emotional intelligence and exceptional relationship-building skills, with a proven ability to build trust and credibility across all levels of an organization
  • Proven ability to partner with and co-build alongside senior leadership and key stakeholders, translating high-level vision into executable strategy and operating reality
  • Demonstrated change-management capability, including the ability to translate organizational and structural change into clear implications for individual roles
  • Experience designing or redesigning HR operating models, employee relations functions, and HR Business Partner structures is strongly preferred
  • Demonstrated spiritual maturity; some level of ministry experience is preferred, including in a volunteer or lay-leadership capacity (e.g., serving as a lay leader in a local church)
  • Strong working knowledge of applicable federal and state employment law requirements
  • Leadership skills, including negotiation, problem solving, decision making, and delegation
  • Excellent communicator, relationship builder, and team player who is able to collaborate effectively with all levels of staff, management, and members of the community
  • Ability to synthesize and deliver complex information to diverse audiences both verbally and in writing
  • Strong analytical skills with a high capacity for managing complexity
  • Strong cross-cultural abilities, and a demonstrated ability and commitment to work in a diverse team environment
  • Experience in conflict resolution and mediation
  • Ability to handle all matters in a confidential manner
  • A working knowledge of current Microsoft software applications
  • Ability to travel as required

Benefits:

We offer a competitive benefits package, including health care and retirement savings with a match. Eligibility is based on employee type and hours worked. Benefits include the following:

  • 403(b) Retirement Savings Plan

  • 403(b) matching contributions

  • Dental insurance

  • Employee assistance program

  • Employee discounts

  • Flexible work schedule

  • Flexible spending accounts

  • Health insurance

  • Health savings account

  • Life insurance

  • Paid time off

  • Parental leave

  • Professional development assistance

  • Vision insurance

Equal Employment Opportunity:

InterVarsity Christian Fellowship/USA is both an equal opportunity employer and a faith-based religious organization. We conduct hiring without regard to race, color, ancestry, national origin, citizenship, age, sex, marital status, parental status, membership in any labor organization, political ideology, or disability of an otherwise qualified individual. The status of InterVarsity Christian Fellowship/USA as an equal opportunity employer does not prevent the organization from hiring staff based on their religious beliefs so that all staff share the same religious commitment. Pursuant to the Civil Rights Act of 1964, Section 702 (42 U.S.C. 2000e 1(a)) InterVarsity Christian Fellowship/USA has the right to, and does, hire only candidates who agree with InterVarsity's Statement of Agreement: Purpose and Doctrinal Basis because InterVarsity believes that each and every staff plays a vital role in advancing InterVarsity's mission and purposes.

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