Loading organizations...
Key people at The Church of Jesus Christ of Latter-day Saints - Human Resources.
The Human Resources function of The Church of Jesus Christ of Latter-day Saints constructs and maintains robust global personnel systems. These systems enable the recruitment, placement, and support of a vast workforce, encompassing both paid employees and volunteers across its expansive ecclesiastical, educational, and humanitarian operations. This centralized approach ensures consistent talent management worldwide, facilitating the smooth operation of its diverse global initiatives and programs.
While The Church of Jesus Christ of Latter-day Saints originated in 1830 with Joseph Smith, its formalized human resources infrastructure evolved over time. As the organization expanded globally, the need for structured personnel management became paramount, leading to the development of dedicated departments to efficiently administer its growing cadre of staff and volunteers. This evolution reflects the institutionalization required for sustained worldwide growth.
The department primarily serves the Church's global employees and extensive volunteer base, ensuring their effective engagement and support within the organization. Furthermore, it extends its reach by providing community employment services, offering job search assistance and resources to individuals regardless of their religious affiliation. This vision emphasizes fostering self-reliance and supporting broader societal well-being.
Key people at The Church of Jesus Christ of Latter-day Saints - Human Resources.
The Human Resources department of The Church of Jesus Christ of Latter-day Saints (often called the LDS Church or Mormon Church) manages talent acquisition, total rewards, training, and employee support for the Church's global workforce, enabling a capable and engaged staff to advance its religious mission.[2][4][8] It serves Church employees worldwide—ranging from IT professionals and facilities managers to administrative and missionary support roles—by handling recruitment, compensation design for over 100 countries, position management, and compliance with best practices, all infused with gospel principles to foster self-reliance and kingdom-building work.[1][2][4] Unlike a commercial HR entity, it operates within a non-profit religious organization, emphasizing inspiration, collaboration, and efficiency to support worship, education, and gospel dissemination without a profit motive.[2][4]
The Church of Jesus Christ of Latter-day Saints was formally organized in 1830 by Joseph Smith in New York, evolving from a small restorationist movement into a global faith with millions of members and extensive operations.[4] Its HR functions have grown alongside the Church's expansion, particularly as it professionalized in the 20th century to manage a diverse workforce for temples, missions, education (e.g., Brigham Young University ties), and humanitarian efforts. Key figures like LaMont Smith, Director of HR with over 30 years of experience—from purchasing to global total rewards leadership—exemplify this evolution; a BYU alumnus and certified expert (CCP, SPHR, etc.), he has designed policies for 100+ countries, reflecting HR's shift toward principle-based, gospel-aligned practices.[1] Pivotal moments include scaling for international growth, with dedicated employment services launched to aid self-reliance amid economic challenges, as highlighted by leaders like President Thomas S. Monson.[3][6]
While not a tech firm, the Church's HR intersects tech by recruiting for IT roles that build gospel-sharing apps and manage digital missionary tools, riding trends in faith-tech and remote global operations amid digital evangelism growth.[2][4] Timing aligns with post-pandemic workforce shifts, where hybrid faith-based employment and self-reliance services counter economic uncertainty, bolstered by market forces like rising demand for purpose-driven jobs in non-profits.[3][6] It influences the ecosystem by fostering a talent pipeline from BYU affiliates and supporting missionary tech training, subtly shaping Utah's "Silicon Slopes" tech hub through a values-aligned HR model that prioritizes long-term engagement over turnover.[1][2]
The Church's HR will likely expand digital recruiting and AI-assisted total rewards amid global membership growth, adapting to trends like remote missionary support and self-reliance tech amid labor shortages. Its influence may grow by modeling faith-integrated HR for non-profits, enhancing retention in competitive markets while scaling for new temples and apps. This ties back to its core: empowering a workforce not just employed, but divinely engaged in eternal work.[4]
