HR Manager – BYU-Pathway

BYU-Pathway Worldwide’s Human Resources team supports the organization’s mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners.

BYU-Pathway Worldwide’s Human Resources team supports the organization’s mission, strategy, and educational offerings to nearly 75,000 students in 180 countries, as well as to service missionaries, employees, and partners. The HR Manager serves as the primary human resources partner for assigned Vice President areas, providing strategic consultation and operational support across the employee lifecycle. This role advises leaders on workforce planning, hiring, performance management, compensation, and employee development, while ensuring consistent HR practices, policy alignment, and compliance.

Reporting to the HR Director, the HR Manager supports organizational capability and leadership effectiveness across both domestic and global workforce needs, including international hiring and multilingual program support. Through mission-centered talent stewardship, the HR Manager advances the work of BYU-Pathway Worldwide.

• Strategic HR Partnership & Workforce Planning (Primary HR Advisor to Assigned VP Areas)

• Serve as the main HR representative for the assigned Vice President's areas.
• Consult with leaders on workforce strategy, organizational structure, and team design.
• Assess future staffing needs and recommend workforce models (FTE, contractor, student, missionary, etc.).
• Partner on succession planning, headcount forecasting, and talent movement.
• Represent HR in departmental leadership meetings and planning discussions.

• Talent Acquisition, Onboarding & Transitions (Full-Cycle Hiring & Integration Support)

• Lead recruitment strategy and hiring processes for assigned VP areas.
• Review and validate job descriptions, role design, and compensation alignment.
• Screen applicants, facilitate interview deliberations, and guide selection decisions.
• Draft and extend offers, coordinate background checks, and manage hiring compliance.
• Support onboarding through communication, provisioning coordination, and orientation.
• Conduct exit interviews, process transitions, and provide turnover insights.

• Compensation, Benefits & Policy Consultation (Coaching Leaders on Compensation and Policy Application)

• Advise on salary recommendations, adjustments, and internal equity considerations.
• Support annual compensation and merit processes.
• Serve as an escalation point for benefits and leave-related questions.
• Guide HR policy interpretation, compliance, and procedural requirements.

• Employee Development, Performance & Relations (Strengthening Leadership Capability and Employee Growth)

• Support leaders in career development, coaching, and succession conversations.
• Recommend training, development resources, and institutional programs.
• Guide managers through performance improvement, expectations setting, and documentation.
• Support conflict resolution and employee relations in coordination with Legal and HR leadership.
• Maintain accurate and confidential documentation of performance-related actions.

• HR Operations, Reporting & Compliance (Operational Accuracy and Data-Informed Decision Support)

• Maintain accurate personnel and compensation records in HR systems.
• Prepare HR reporting on headcount, hiring, turnover, and related metrics for assigned areas.
• Support process improvement, automation, and system efficiency initiatives.
• Ensure audit readiness, legal compliance, and consistent application of HR policy.
• Participate in institutional HR projects and cross-functional initiatives.

• Global Workforce & Multi-Language Program Support (International Hiring & Cross-Cultural Support)

• Support the expansion of multi-language programs through international hiring efforts.
• Coordinate with Church HR and external partners to onboard international employees and contractors.
• Provide HR support that is culturally informed and sensitive to local labor considerations.
• Multilingual proficiency, especially in Portuguese and Spanish, is highly advantageous.

• Bachelor’s degree in a related field.
• 6–10 years of progressive HR…