Your volunteer who has posted faithfully for three years just told you she is moving. Or your church has grown enough that "whoever has a phone" is no longer a plan. Now someone asks the question: what exactly would we hire this person to do?
Writing a church social media manager job description is harder than it looks. Search for one and you mostly find individual job postings from large churches, each assuming a full communications team. A church of 150 needs something smaller and clearer.
This post gives you a template you can copy today, plus guidance on scoping it as a paid, part-time, volunteer or outsourced role.
What a church social media manager actually does
Strip away the title and the work comes down to five jobs:
- Plan. Decide what goes out each week and why, tied to the sermon series, events and seasons of the church.
- Create. Capture photos and short video, write captions, and make simple graphics in a tool like Canva.
- Publish. Schedule posts on Instagram and Facebook using Meta Business Suite or a scheduler such as Buffer or Later.
- Respond. Answer comments and messages kindly and quickly, and know when to hand a conversation to a pastor.
- Report. Look at what worked once a month and adjust.
Notice what is missing: pastoral counseling, theology and final say over the church's message. Those stay with your pastoral leadership. The manager serves the mission and does not set it.
A church social media manager job description template you can copy
Adjust the bracketed parts to fit your church.
Position: Social Media Manager, [Church Name]
Reports to: [Communications Director / Executive Pastor / Lead Pastor]
Time commitment: [5–10] hours per week
Purpose: To share the life and message of [Church Name] online so that members stay connected and neighbors feel welcome to visit.
Responsibilities
- Maintain a monthly content calendar aligned with sermon series, events and the church calendar
- Publish [3–4] posts per week across Instagram and Facebook
- Capture and edit photos and short videos at services and events
- Write captions in the church's voice, following the brand and tone guidelines
- Respond to comments and direct messages within one business day
- Flag prayer requests, pastoral needs or complaints to staff the same day
- Share a short monthly report on reach, engagement and visitor questions
Qualifications
- A growing faith and agreement with [Church Name]'s statement of faith
- Comfort using a smartphone camera and basic design tools
- Clear, warm writing
- Reliability with deadlines
- Good judgment about what is and is not appropriate to share publicly
Helpful but not required
- Experience with Meta Business Suite, Canva or CapCut
- Video editing for Reels
- Past ministry or volunteer experience
Keep the list short. Long wish lists scare off the capable volunteer who would have been perfect.
Paid, part-time, volunteer or outsourced?
The right shape depends on your budget and how much consistency you need.
| Option | Best for | Watch out for |
|---|---|---|
| Volunteer | Small churches with a gifted, dependable member | Burnout, and the role vanishing when life changes |
| Part-time staff | Churches posting weekly and running events | Pay must match local expectations, so check with a qualified professional on employment rules |
| Full-time staff | Larger churches with video, web and print needs | Cost, and the risk of loading on unrelated duties |
| Outsourced | Churches wanting steady posting without managing a hire | Needs a clear brand guide and a point of contact |
If you go with a volunteer, write the job description anyway. Clear expectations are a kindness. Agree on a trial period, a defined end date to review, and a backup person.
Outsourcing can also work alongside your staff. Our church social media management service handles planning, posting and community replies so your team can focus on people.
Interview questions that reveal the right person
- Show us a church or ministry account you admire. What do they do well?
- How would you handle a harsh comment on a post? (Read our guide to handling negative comments as a Christian brand.)
- How do you plan content around events without everything sounding like an announcement?
- What would you do if you were unsure whether something was appropriate to post?
- How would you photograph people while respecting privacy, especially children?
On that last point, set a simple rule before anyone starts: get written permission before posting identifiable photos of children, and never tag minors.
Set them up to succeed
Even a great hire struggles without a few basics. Before day one:
- Give admin access properly. Use Meta Business Suite roles so no one shares a personal password.
- Share a one-page brand guide: logo, colors, fonts and a few sample captions in your voice.
- Name one decision-maker for questions, so they are not waiting on a committee.
- Hold a short monthly check-in to review results and plan ahead.
A content calendar and a simple weekly framework give a new person something to start from right away.
Not sure what your accounts need most? Take the free 3-minute Social Media Audit before you write the role, so the job description fits the real gaps.
Frequently asked questions
What does a church social media manager do?
A church social media manager plans, creates, schedules and publishes content, responds to comments and messages, and reports on results. They help the church stay connected with members and welcome newcomers online, working under the direction of pastoral leadership.
Should a church social media manager be a volunteer or paid?
Either can work. A dependable volunteer suits a small church with modest needs. Once you need consistent weekly posting, video and event coverage, a part-time paid role or an outsourced service is more sustainable and avoids volunteer burnout.
How many hours a week does church social media take?
It depends on how much you post. A basic plan of three or four posts a week on Instagram and Facebook, plus replying to messages, often fits into roughly five to ten hours. Video-heavy plans and several platforms take more.
What skills matter most?
Good judgment and reliability matter more than technical polish. Look for warm writing, comfort with a phone camera, agreement with your church's beliefs and the sense to ask before posting anything sensitive. Design and editing skills can be taught.
Key takeaways
- Define the role around five jobs: plan, create, publish, respond and report.
- Keep theology and final messaging with your pastoral leaders.
- Choose volunteer, part-time or outsourced based on the consistency you need.
- Write the job description even for volunteers, and set photo and privacy rules up front.
- Give a new person access, a brand guide and one decision-maker.
Whoever you choose, you are not just filling a role. You are inviting someone into your church's mission. If you'd rather have this handled for you, see our plans and we will be glad to talk it through.
