Hillsong Africa

Healthy Team

As we continue to build a healthy YOU, we understand that health and growth happens in community and not in isolation. It is important that all our teams are clear on:

  • The Purpose/ mission of the team in accomplishing the Vision statement
  • Understand each person’s part to play or role with mutual expectations
  • Understand that everyone is different and bring different strengths to the team (strength workshops 2023)
  • Understand and engage with the internal communication channels as well as work systems/ reporting/ tools/ platforms etc
  • The importance of individual and team check ins not just about work but for community and fun
  • The importance of honest and loving feedback and accountability 
  • The power in praying together regularly and encouraging one another

On a bigger team level, a few additional guidelines will be helpful to understand how to navigate different aspects of the work environment that includes Diversity, Inclusion and Belonging; Safe Church; Staff Resources; etc.


Diversity Equity

and Inclusion

Diversity can be defined as:

“The existence of variations of different characteristics in a group of people. These characteristics could be everything that makes us unique, such as our cognitive skills and personality traits, along with the things that shape our identity like race, age, gender and cultural background).” (coming soon)

The term “equity” refers to fairness and justice and is distinguished from equality: Whereas equality means providing the same to all, equity means recognizing that we do not all start from the same place and must acknowledge and make adjustments to imbalances.

Inclusion is making all different people feel welcome and that their contribution matters, creating belonging for all. All these aspects work together 


These values above are expressed as a set of behaviours referred to as our Credo and is an evolving document that grows with our culture.

Staff resources


Hillsong Africa (referred to as Hillsong Church) endeavours to resource employees with the tools, technology and equipment to fulfill the requirements of their role to build the Church. We recognise that this may require the use of a laptop or other work devices, depending on the needs of the role. As such, this policy will assist us to ensure proper management and usage of any resources entrusted to our team. Please note that Hillsong

Church may vary, replace or terminate this policy from time to time.


Property guide

Our heart is to encourage our staff team to exercise your gift and talents. We believe that our team is made up of incredibly talented individuals who contribute not only to our church, but also the greater body of Christ. This policy aims to provide clarity on the guiding principle regarding church’s ownership of intellectual property rights.


According to Companies and Intellectual Property Commission (CIPC) in South Africa, Intellectual Property is a term that describes “the application of the mind to develop something new or original”.
These properties could include but not limited to writings of music, books, materials, literal works, brand, designs, artistic creation, know how, or other works suitable for publication, websites, social media and so on.


  • During your employment with us, Hillsong Church owns all intellectual property rights (including copyright, trademarks, patent, designs or know how) created or contributed by you within the scope of your role and responsibilities.
  • For clarification, any work created in the course of your employment with us will be deemed as “Work for Hire”. This also means that any work that you’ve created as part of your role may be adjusted, changed, or used without attributing you as the author as deemed appropriate.
  • This policy will apply to any intellectual property created by you unless there is a formal written agreement that states otherwise.
  • As a general guide, there may be no need for a written agreement if your project:
    • Is not part of your role at church
    • Complies with the No Other Employment / Conflict of Interest clause on the employment contract
    • Executed completely outside your normal working hours
    • Is not using any church’s property, facilities, equipment or resources.

If you have any questions, please do not hesitate to contact the HR Team.



This policy provides guidelines for the staff team of Hillsong Church South Africa (“Hillsong Church”) regarding the use of church owned hardware, software, WiFi and e-mail system.



We understand that our team goes above and beyond to build our church. This often involves irregular hours, personal expenses or travelling and we appreciate the faithfulness of our team. Whenever we invest church finances we need to be mindful of the opportunity cost. Does this expense from God’s treasury build Church in a way that is in line with our vision, is it a purely church expense (no personal gain) and have I considered no/ low cost options that will lead to the same outcome? This guideline will enable overall accountability for this important aspect of our stewardship.



We value you as staff and the contribution you make in building God’s house, thank you! We desire to provide a total remuneration package that meet your needs and enable you to flourish in your finances as noted in 1 Tim 5:18 The laborer deserves his wages. Building financial strength, like
everything in life, takes time, wisdom and consistency and this document aims to provide a guideline of how we allocate salaries and benefits.





Being part of building God’s house at a staff level, requires a commitment to continuous growth, being challenged and humbly adjusting behaviours and habits as to ultimately become more like Jesus. This is no small thing and we understand that we are all on different parts of that maturing journey. That is why we choose to look at performance and disciplinary action through the lense of alignment. In 2 Timothy 4 Paul encourages us to be ready to reprove, rebuke and exhort each other, with complete patience and teaching. None of us are perfect and we want to create a safe place where people can be transparent about issues, but we still hold each other accountable to the calling and being an example. This guideline should help staff team navigate different alignment scenarios with a clear vision of the desired outcome, the right heart motivation to cultivate throughout the process and steps that can lead to strong, honest and collaborative work




As part of our staff team, we trust that you respect the confidential nature of information and documents available to you during your employment with Hillsong Africa. We value the trust that our people place in us as an organisation and we always want to ensure that such trust is maintained through transparency and accountability in how all Information we
receive is handled and protected. Our commitment to protecting privacy includes complying with the laws and regulations set out in the Protection of Personal Information Act (POPIA), and where necessary, the European General Data Protection Regulations (GDPR). This means, we trust that you will not use or share any Information for any unauthorised purpose at all times, both during and after the end of your employment with us.

code of conduct


Being a staff member of Hillsong Africa requires a higher level of accountability and general lifestyle expectations, as we aim to please God and live without blame before others (1 Tim 3). Though our lives outside of work is personal in nature, it directly impacts Church and congregation. Our communities and Church look to us as an example of how to follow Christ and be transformed by Him. Though we don’t expect people to be perfect, we do require you to be committed to becoming more like Jesus and being accountable to your leader in the process. We love and will journey through challenges, yet there are a few lifestyle expectations that are non-negotiable for our staff and key leaders team.