Executive Pastor

Redeemer Church); Tulsa (OK); On-site; USD 70,000 - 90,000; Full time

Job summary

Redeemer Church in Tulsa, OK, is seeking an Executive Pastor to lead the organizational and operational aspects of the church's mission. The role focuses on staff leadership, financial oversight, and ensuring effective systems are in place to support the church's initiatives.

The ideal candidate must have a Bachelor's degree, significant leadership experience, and a commitment to Christian values. This full-time position offers a salary and opportunities for spiritual growth.

Qualifications

• A committed follower of Jesus Christ with a growing, vibrant faith.
• Meets the biblical qualifications for church leadership.
• 7–10 years of leadership experience preferred.

Responsibilities

• Provide direct supervision and support for staff and ministry directors.
• Establish systems for departmental goals aligned with church mission.
• Oversee day-to-day church operations to ensure smooth functions.

Skills

Leadership

Clear communication

Organizational skills

Conflict resolution

Team collaboration

Education

Bachelor’s degree

Graduate training in ministry, leadership, or management

Job description

Executive Pastor

Reports To: Lead Pastor
Location: Redeemer Church, Tulsa, OK.
Status: Full-Time, Salaried
Supervises: Department Leaders

Position Summary

The Executive Pastor provides leadership and oversight for the organizational, operational, and administrative life of Redeemer Church. This role exists to ensure that the church’s staff, systems, and structures are healthy, aligned, and functioning effectively in support of the church’s mission. The Executive Pastor partners closely with the Lead Pastor and ministry leaders to translate vision into action through strong leadership, clear accountability, sound policies, and effective people systems.

Primary Responsibilities

Staff Leadership & Human Resources

• Provide direct supervision, coaching, and support for assigned staff and ministry directors.
• Lead and manage quarterly staff evaluations, including goal setting, performance feedback, and development planning.
• Oversee hiring processes, onboarding, role clarity, and staff transitions in collaboration with the Lead Pastor.
• Oversee the implementation and maintenance of HR policies and procedures.
• Address personnel concerns, conflict, and corrective action with clarity, care, and consistency.

Organizational Leadership & Accountability

• Establish and maintain systems for annual departmental goals, ensuring alignment with the church’s mission and strategic priorities.
• Track progress on departmental goals and provide regular updates to the Lead Pastor and leadership team.
• Facilitate staff and leadership meetings that promote alignment, communication, and accountability.
• Ensure clear roles, responsibilities, and decision-making processes across the organization.

Operations & Systems Management

• Oversee day-to-day church operations, ensuring facilities, administrative systems, and workflows function smoothly.
• Identify and improve systems, processes, and structures to increase effectiveness and efficiency.
• Partner with operations staff to ensure risk management, safety protocols, and compliance requirements are met.
• Coordinate cross-departmental collaboration to reduce silos and duplication.

Financial & Stewardship Oversight

• Partner with the Finance Team and Controller to develop, monitor, and manage the annual budget.
• Provide oversight of departmental budgets, ensuring responsible stewardship of church resources.
• Review financial reports and provide clear communication to leadership regarding financial health.
• Support long-range planning related to staffing, facilities, and financial sustainability.

Strategic Planning & Implementation

• Assist the Lead Pastor in translating vision and strategic priorities into actionable plans.
• Help departments develop timelines, metrics, and evaluation tools for ministry effectiveness.
• Monitor progress on strategic initiatives and help address obstacles or gaps.
• Serve as a non-voting, support member of the Leadership Team

Leadership Culture & Team Health

• Foster a healthy staff culture marked by trust, accountability, collaboration, and grace.
• Model emotional intelligence, humility, spiritual maturity, integrity, and servant leadership.
• Encourage ongoing professional development and leadership growth among staff.

Qualifications

Spiritual & Personal

• A committed follower of Jesus Christ with a growing, vibrant faith.
• Meets the biblical qualifications for church leadership (1 Timothy 3:1–7; Titus 1:5–9).
• Demonstrates integrity, wisdom, and emotional maturity.

Education & Experience

• Bachelor’s degree required; graduate training in ministry, leadership, or management preferred.
• 7–10 years of leadership experience preferred, including staff supervision and organizational management.

Skills & Competencies

• Strong leadership and people-management skills.
• Clear communicator with the ability to give and receive feedback effectively.
• Highly organized, detail-oriented, and systems-minded.
• Skilled in conflict resolution and accountability conversations.
• Able to manage complexity and lead through change.
• Collaborative team player who partners well with pastoral and lay leaders.

Measures of Effectiveness

• Staff are clear on expectations, supported, and regularly evaluated.
• Policies and procedures are current, clear, and consistently applied.
• Departmental goals are defined, tracked, and aligned with church priorities.
• Operations and systems run smoothly and efficiently.
• A healthy staff culture marked by trust, accountability, and collaboration