POSITION OVERVIEW
The Local Lead Pastor serves the Heritage Park congregation through three primary
functions:
1) Preaching/teaching
2) Leading vision/mission
3) Oversight and development of local leadership team
Preaching/Teaching:
The Local Lead Pastor is responsible for oversight of the preaching/teaching in his local
context. This means he preaches often, but also that he develops preachers in keeping
with the vision of the Family of Churches. SVC engages in book-by-book expositional
preaching, and the Local Lead Pastor is on the global Family of Churches teaching team
which plans studies for all the churches together. Development of preachers/teachers
Position Title Local Lead Pastor
Campus Heritage Park
Employment Status Full-Time
FLSA Status Exempt
Reports to Family of Churches Lead Pastor
within the local church is vital to the execution of the Local Lead Pastor’s charge as it
relates to oversight of preaching/teaching at SVC.
Leading Vision/Mission:
The Local Lead Pastor implements the vision of the Family of Churches in his local context.
As a member of the Leadership Council (LC), he helps in the global development of this
vision, contributing the unique perspective of his local context to the rest of the LC. As a
Local Lead Pastor, he translates the global vision of the Family of Churches into his local
context. Every local church context is different, and the Local Lead Pastor’s work of
contextualization serves the Family of Churches as a whole, and his local church
specifically. Basically, the Local Lead Pastor is like a joint that connects two different parts
of the body, and through which those two parts of the body operate efciently. His health,
understanding, and internalization of the theological vision and DNA of the Family of
Churches overall is vital, as is his clarity, ownership, and understanding of his local context.
Oversight and development of campus leadership:
The Local Lead Pastor oversees multiple layers of leadership on his campus. This includes
1) Local elder team2) Local church deacons, and 3) Local church staff.
1) Local Elder Team
As the lead elder at his local church, the Local Lead Pastor is responsible for
equipping, growing, and populating the local elder pipeline. This is done through a
culture of group mentorship, as he builds men in that local context. The Local Lead
Pastor’s main role is to identify and recruit potential elders. As he does this, the
elders throughout the Family of Churches can vet these elder candidates. The Full
Council of Elders ofcially nominate all potential elders who have completed the
training process, and the local congregation afrms them. Operating in this
capacity as a Local Lead Pastor requires strong familiarity with the overall elder
training process. The Local Lead Pastor guards the gate for campus elders.
2) Local church deacons
Local church deacons are appointed and overseen by the local elder team. These
deacons will be primarily non-vocational, but depending on church size, there will
also be vocational deacons. The Local Lead Pastor will lead the other local elders in
identifying, training, and empowering campus deacons. Operating in this capacity
as a Local Lead Pastor requires strong familiarity with the overall deacon guidelines
and training processes. The Local Lead Pastor leads the local church elders as they
guard the gate in regard to local church deacons.
3) Local church staff
Local church staff includes all elders and deacons who serve Heritage Park in a full
or part-time vocational capacity. As stated above, local staff depends on church
size, development, unique makeup, and trajectory. The Local Lead Pastor is
responsible for oversight and development of the local staff. The Full Council of
Elders determine the annual staff SWAB (Salaries, Wages, And Benefits). The Local
Lead Pastor runs point on hiring and assimilation of local staff in the local church
context.
QUALIFICATIONS AND EXPECTATIONS:
• Bachelor’s Degree required, graduate level education or degree preferred.
• Experience in some form of personnel management.
• Multiple years of experience in weekly pulpit ministry.
• Individual must be qualified as an elder according to 1 Timothy 3:1-7.
• Technically proficient in keeping with the basic requirements of leading and
training people in the 21st century—computer literate, social media engaged, etc.
• A clear testimony of faith in Jesus Christ and a vital growing personal relationship
with Him.
• A member in good standing at SVC who embraces the mission, vision and DNA of
SVC
• As a member of the Family of Churches leadership team, the role includes the
expectation to mentor and develop both vocational and non-vocational leaders in
the areas of oversight.
• Must exhibit a clear understanding and quick adaptability regarding the doctrine
and DNA of the Family of Churches
• Strong interpersonal, communication, relationship skills
• A servant’s heart willing to help where needed even if it’s “not my job”
• A “humble, hungry, smart” ideal team player
• Commitment to ongoing personal and professional growth.
COMPENSATION
This position is a full-time, exempt role with salary ranging anywhere between $60 and
$130K depending on the role, church size dynamics, and experience.
JOB PROGRESS METRICS
This position reports directly to the Family of Churches Lead Pastor and works closely with
the Executive Pastor of Operations. This position will receive an annual performance
evaluation from the Lead Pastor and the Elders. Compensation is reviewed regularly. The
following are clear and tangible ways that you can assess your progress in your job. You’ll
notice these metrics are related to the most important parts of your job (the people you’re
impacting) and are areas that you directly influence on a weekly and monthly basis.
o Quality and consistency of preaching in form, delivery, and style
o Intentional equipping of the saints for the work of the ministry in the
development of vocational and non-vocational leaders in each of the three
areas of oversight.
o Purposeful and meaningful shepherding of the congregation for which you
serve as an overseer.
o Closing the loop on projects/initiatives/meetings/people
