Part-Time Intentional Interim Executive Director

San Jacinto Baptist Association; Baytown (TX); Ibrido; USD 60.000 - 90.000; Part-time

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San Jacinto Baptist Association in Baytown, TX seeks an Intentional Interim Executive Director to guide the association through a transition, developing strategies, equipping leaders, and strengthening staff for 12–18 months in a hybrid on-site role.

The role emphasizes organizational assessment, transition planning, and readiness for permanent leadership, with oversight by the Personnel Team and Coordinating Council.

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SAN JACINTO BAPTIST ASSOCIATION

Intentional Interim Executive Director

Job Description

Position Level: Level 1 (Directional Leadership)

Position Title: Intentional Interim Executive Director

Expected Term: 12–18 months (non-renewable except by approval of the Personnel Team and Coordinating Council)

Compensation: Salary

Reports To: Personnel Team, in conjunction with the Coordinating Council

Time Commitment: Approximately 20–30 hours per week; hybrid with on-site office expectations

ROLE SUMMARY

The Intentional Interim Executive Director will guide the Association through a season of transition while accomplishing its objectives by assisting and leading churches in developing strategies, providing resources, equipping leaders, and strengthening staff. This role provides leadership, stability, assessment, and recommendations that position the Association for its next season of ministry and future permanent leadership.

SUCCESS CRITERIA

The Intentional Interim Executive Director will be considered successful when:

1. A full organizational assessment is completed and presented to the Executive Board.
2. An executive transition plan, including a timeline and process for calling the next permanent Executive Director, is approved and underway.
3. Key operational and personnel recommendations are documented in a formal Transition Report for the Executive Board and the next permanent Executive Director.
4. The Association demonstrates readiness (organizational, relational, structural, and missional) to receive permanent leadership.

RESPONSIBILITIES

Transition & Assessment

1. Identify changes needed to strengthen the Association and implement those changes in cooperation with the Executive Board and appropriate leadership.
2. Discover, communicate, and help implement God’s continuing vision for the Association’s role in accomplishing its objectives.
3. Lead a formal transition process, including listening sessions with churches, leadership alignment conversations, and facilitated conflict resolution if needed.
4. Provide leadership and recommendations that prepare the Association for its next season of ministry and future permanent leadership. This includes assessing organizational strengths and opportunities, facilitating healthy transition, documenting key initiatives, and helping position the Association for long-term effectiveness and mission fulfillment.
5. Prepare a Transition Report for the Executive Board, including recommended priorities, operational gaps, and leadership competencies needed in the next permanent Executive Director.

Strategic & Operational Leadership

1. Work with the Coordinating Council and Executive Board to accomplish the Association’s objectives.
2. Coordinate the development and implementation of the annual calendar and budget with appropriate leadership for Executive Board approval.
3. Establish and maintain cooperative relationships with churches and their staff. When called upon, provide counsel, resources, and service to local churches and their various ministry groups.
4. Encourage relationships among churches and their staff to enhance fellowship and produce a network of Kingdom-building partnerships.

Personnel & Supervision

1. Oversee day-to-day supervision of all paid and volunteer personnel, ensuring adequate personnel files are maintained.
2. Work in concert with the Personnel Team to recommend salaries and benefits for all paid personnel.
3. Coordinate the selection and employment of personnel in concert with the Personnel Team for staff employees and new positions; work with ministry staff and for support staff hiring.

Personal & Professional Conduct

1. Demonstrate a lifestyle consistent with Christian faith and principles.
2. Carry out other reasonable responsibilities as assigned by the Association.
3. Refrain from applying for or accepting the permanent Executive Director role during the interim term, unless the Personnel Team, alongside the Coordinating Council, explicitly requests candidacy.

REPORTING & EVALUATION

The Personnel Team will perform a quarterly review in conjunction with the Coordinating Council.

WORK LOCATION & SCOPE

Approximately 20–30 hours per week, with hybrid on-site office expectations. Regular attendance is expected at Executive Board meetings, Coordinating Council meetings, committee meetings as requested, and key Association events.

NOTE TO CANDIDATES

This is an interim, intentional transition role, not a permanent call. Candidates should possess experience in organizational assessment and leadership during seasons of change, with a clear commitment to preparing an organization for its next chapter.

We intend to obtain a fresh, outside perspective. For this reason, at this time, we will not receive résumés from current members of the San Jacinto Baptist Association.