Pastor of Ministry Leadership

The Pastor of Ministry Leadership provides pastoral leadership for the development of people, staff, ministry teams, and ministry effectiveness. The role is centered on the vision to multiply Gospel‑centered leaders to cultivate Kingdom flourishing. The Pastor of Ministry Leadership helps create the leadership culture, relationships, and ministry alignment necessary for people to be transformed by the Gospel, equipped to lead, and mobilized to serve beyond the church. Exercises complementary leadership within a shared pastoral model, contributing distinct gifts and responsibilities while maintaining mutual ownership of the church's overall mission, vision, and spiritual health

The church is a non‑denominational Christian congregation of approximately 500 people in Torrance, California. Its brand strategy identifies a distinctive blend of theological depth and Spirit‑led ministry; compassion and honesty; cultural sensitivity and Gospel focus; and faith expressed through action. The church expects transformation, values courageous engagement with difficult issues, prioritizes community and connection, and seeks to build bridges across differences while serving the wider community.

The brand promise, “Love Forward,” describes a culture in which people receive God’s grace and love and respond by extending that love to others. The church’s personality is intended to be transformative, joyful, and courageous, while its communication is approachable, story‑driven, friendly, tactful, concise, and experiential.

• Provide pastoral leadership consistent with the church’s biblical convictions, vision, and ministry philosophy.
• Preach and teach Scripture as assigned.
• Meet the scriptural requirements for an Elder, model spiritual maturity, humility, servant leadership, authenticity, and a commitment to personal transformation.
• Help cultivate a team‑oriented ministry culture in which faith is experienced and expressed through action.

• Serve as an equal co‑leader, sharing responsibility for the church's overall spiritual health, vision, direction, and mission.
• Cultivate a trusting, mutually accountable pastoral partnership characterized by humility, emotional maturity, honest communication, and healthy conflict resolution.
• Exercise complementary gifts and differentiated responsibilities while maintaining shared ownership of the church's overall ministry.
• Participate in collaborative discernment, strategic planning, and decision‑making within the church's established governance framework.
• Model a noncompetitive, team‑oriented leadership culture that values mutual submission, shared authority, and the development of others.
• Help staff, Elders, and the congregation understand and embrace the church's shared pastoral leadership philosophy.

• Develop and multiply Gospel‑centered leaders through collaboration, coaching, mentoring, delegation, encouragement, and accountability.
• Provide direct leadership, oversight, coaching, and support to staff and ministry leaders.
• Establish clear expectations, priorities, accountability, and healthy communication.
• Identify leadership potential and create opportunities for emerging leaders to grow and serve.

• Translate the vision—multiply Gospel‑centered leaders to cultivate Kingdom flourishing in collaborative and practical team-oriented ministries rather than siloed priorities.
• Align ministries with desired spiritual outcomes.
• Evaluate ministry effectiveness and identify opportunities for improvement and alignment.
• Keep ministry focused on people, discipleship, spiritual formation, connection, and transformation rather than activity alone.
• Equip people to serve and lead beyond the church walls where Gospel‑centered hope, grace, truth, and love are needed.
• Serve as a member of the Executive Team, providing general direction for the staff through the establishment of objectives, developing ministry plans and strategies, and implementing Elders directives.

• Build strong, trusting relationships with staff, ministry leaders, volunteers, and congregants.
• Communicate competently in individual, small‑group, staff, and congregational settings.
• Model a culture that is welcoming, relational, honest, compassionate, courageous, and Gospel‑focused.
• Help the church engage difficult issues with biblical conviction, grace, empathy, and clarity.
• Champion a Love Forward posture in ministry relationships and decisions.

• Leadership multiplication: develops people who can lead, disciple, serve, and influence others.
• Relational leadership: builds trust, connection, and healthy relationships.
• People leadership: manages, develops, coaches, and supports staff effectively.
• Biblical communication: teaches Scripture faithfully and communicates the Gospel clearly.
• Courage with grace: addresses difficult subjects directly without sacrificing compassion or empathy.
• Cultural awareness: engages community realities thoughtfully while remaining grounded in Scripture.
• Humility and teamwork: listens, shares leadership, collaborates, and prioritizes the whole ministry.
• Transformation orientation: asks whether ministry is helping people encounter God, grow, and live differently.
• Self‑awareness: Recognizes personal strengths, limitations, insecurities, and tendencies toward control.
• Conflict maturity: Addresses disagreement directly, constructively, and without triangulation.
• Noncompetitive leadership: Celebrates the gifts, influence, and success of others without feeling diminished.
• Mutual accountability: Welcomes correction, feedback, and shared discernment.

• 3–5 years of pastoral ministry experience.
• Prior staff oversight and pastoral/ministry leadership experience.
• Proven ability to lead people, develop leaders, build relationships, communicate effectively, and collaborate.
• Alignment with our theological statement of faith, ministry direction, By‑laws and shared leadership model.
• Personal humility, maturity, integrity, servant leadership, and commitment to Gospel‑centered ministry.
• Demonstrated preaching and teaching experience.

The preferred candidate is not defined solely by a checklist of credentials. Ministry and cultural fit are especially important. The successful candidate will connect naturally with the staff and congregation, embrace the church’s distinctive combination of truth and love, and demonstrate a genuine calling to develop people rather than simply administer programs. The candidate must be comfortable in an equal co‑leader role vs the traditional senior pastor model.

• Staff and ministry leaders are increasingly equipped, aligned, healthy, and capable of leading others.
• Emerging leaders are identified, developed, and given meaningful opportunities to serve.
• Ministry priorities reflect the church’s vision and desired spiritual outcomes.
• People experience a culture that is welcoming, courageous, Gospel‑centered, relational, and transformative.
• The church increasingly equips people to carry Gospel‑centered leadership and Kingdom flourishing into families, workplaces, neighborhoods, and broader communities.

Candidates should submit a resume with two sample sermon links to https://king‑s‑harbor‑church.breezy.hr/preview and an introductory statement outlining your pastoral leadership experience, ministry philosophy, staff leadership experience, and why the role aligns with your gifts and calling. This role at Kings Harbor Church launches in Summer 2027. For qualified applicants, the interview process will begin within a few weeks of submission.

Kings Harbor 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, parental status, membership in any labor organization, political ideology, or disability of an otherwise‑qualified individual. The status of KHC as an equal‑opportunity employer does not prevent the organization from hiring staff based on their religious beliefs so that all employees share the same religious commitment which is central to our mission. Pursuant to the Civil Rights Act of 1964, Section 702 (42 U.S.C. 2000e I(a)), KHC has the right to, and does, hire only candidates who agree with Kings Harbor Church’s Statement of Faith.