Campus Operations Manager, Hunter Park Campus

Staff Role Description

BRIEF DESCRIPTION & PURPOSE

The Campus Operations Manager at Sandals Church Hunter Park serves as the operational and people-leadership backbone of the campus. By directly leading the campus operations team and managing critical organizational logistics, this role ensures that the staff remains healthy, growing, and strategically aligned, while freeing up the pastoral team to focus on high-value ministry tasks.

VISION, MISSION, AND CONTEXT

• Vision: To be real with ourselves, God, and others.
• Mission: To love God, love people, and live on mission.
• Contextual Task: To reach the lost and raise up a spiritual family.
• REPORTS TO: Campus Pastor

DIRECT REPORTS

• Chief Operations Coordinator
• Guest Experience Supervisor

PRIMARY OBJECTIVE

• To serve as the Campus Manager for Hunter Park — leading the campus operations team, stewarding the budget, keeping staff informed and aligned, and ensuring the operational engine (CCB, scheduling, Meeting Rhythms) runs at peak efficiency in service of the church's strategic priorities.

People Leadership & Team Health

• Direct Supervision: Manages the Chief Operations Coordinator — setting clear goals, holding regular one-on-ones, and providing coaching and professional development.
• Delegation with Accountability: Delegates technical execution (onboarding compliance, background checks, systems administration) to the Coordinator while retaining accountability for the quality and timeliness of outcomes.
• Staff Health Monitoring: Watches for workload, margin, and burnout risk across the HP staff team; raises concerns proactively with the Campus Pastor before they become crises.
• Culture & Celebration: Leads the HP Celebration Team for quarterly gatherings; manages staff birthdays, milestones, and the HPMD Staff Hub (move.sc/hpmdhub) so staff feel known and celebrated.
• Growth & Succession: Identifies stretch assignments and development opportunities for the Coordinator and other operations staff, building bench strength for the team over time.

Executive Support & Strategic Partnership

• EA to Campus Pastor: Manages the Campus Pastor's (Erik's) calendar and provides administrative support to ensure his time is prioritized toward his high-value tasks.
• Meeting Architecture: Plans and executes HPLT and Engagement Team meetings — owning agenda creation, attendance tracking, and content prioritization.
• Central Liaison: Serves as the primary point of contact for Central Team members (Facilities, Project Management, etc.) to ensure HP goals and timelines are met.

Financial Stewardship & Budgeting

• Budget Management: Owns the Hunter Park budget; tracks spending, maintains margin, communicates status updates with supervisors, and manages all expense coding and approvals.

Communications Strategy

• Primary Communications: Owns the majority of HP staff communication; sends the weekly staff email and the weekly all-campus email.
• Partners with Youth and Kids Leads to execute logistical details for HP Camp.
• Oversees all room and resource usage requests for the campus.
• Inbox Management: Manages the hunterpark@sandalschurch.com email address, responding as needed to guests or the front office.

Systems Architecture & Oversight

• Onboarding Strategy: Oversees the staff and volunteer onboarding process — ensuring interests are moved through the system efficiently.
• CCB Architecture: Ensures all HP-related forms, processes, and queues are matched, automated correctly, and working efficiently for the team.
• Metrics & Reporting: Runs metrics for the team as needed to evaluate campus health, staff health, and engagement levels.
• Master Calendaring: Updates and maintains the HP Tab of the Master Calendar, the HPMD Google Calendar, the Time Off Waterfall, and the CS Campus Directory.

Weekend & Event Execution

• Big Event Strategy: Sets the strategic plan for the OneServe strategy and Check-in events for major weekends like Easter and Christmas, coordinating with the Guest Experience Director and other ministry leads on execution.
• Sunday Supervision: Serves as the standing, cross-department supervisor for Sunday mornings — leading the campus-wide pre-service and post-service huddle and providing real-time problem-solving across tech, facilities, kids, and guest experience.
• Team Appreciation: Coordinates appreciation efforts and gifts for special weekends (Easter/Christmas) to honor the volunteer teams.

SPIRITUAL & CULTURAL EXPECTATIONS

• Maintains a growing relationship with Jesus Christ and a consistent devotional life.
• Models the Fruit of the Spirit (Galatians 5:22–23) in character and leadership.
• Protects the unity of the church and embodies humility, integrity, and authenticity.
• Fully embraces and represents the Sandals Church Culture Stack in leadership and personal conduct.
• Engaged in Discipleship.

2026 STRATEGIC PRIORITIES

As Campus Operations Manager, this role activates these priorities operationally: keeping the staff team healthy and aligned enough to launch a new Saturday night service (Priority 1), ensuring the operational engine and budget support NextGen growth (Priority 2), and running the systems and metrics that track discipleship-group participation campus-wide (Priority 3).

• Priority 1: Build a new Saturday night service experience to reach the lost (Attendance Goal: 1,000).
• Priority 2: Raise up the NextGen (Kids/Students) to an attendance of 950.
• Priority 3: Become disciple-makers as a church staff (Goal: 110 active discipleship groups and 20% of congregation in a group—1,000 people).

Compensation

Pay Range: $26–$31 per hour
Rate determined by experience and our internal compensation structure.

 *Sandals Church is both an equal opportunity employer and a faith-based religious organization. We conduct hiring without regard to race, ethnicity, national origin, citizenship, age, sex, marital status, membership in any labor organization, political ideology, or disability of an otherwise qualified individual. The status of Sandals Church as an equal opportunity employer does not prevent us from hiring staff based on their religious beliefs so that all employees share the same religious commitment, which is central to our mission.