Experience GuideStone! We are an innovative organization that invests in the spiritual, relational, financial, physical and professional development of our employees. We have a culture that values excellence, teamwork, humility, integrity, compassion and stewardship. What We Offer You! We offer employees a generous benefits package, flexible work schedules, the opportunity to be involved in community outreach and tuition reimbursement. Job Summary The HR Director is a strategic and execution-oriented leader who partners closely with the CHRO to advance GuideStone's people strategy. This role combines enterprise talent management leadership - including succession planning, talent calibration, and leadership pipeline development - with a broader focus on cross-functional HR integration, internal alignment, and operational execution. The HR Director serves as a key connector across the HR Business Partners (HRBPs), Talent Development, and other HR functions, helping to drive cohesion, consistency, and accountability in how people strategies are implemented. What You'll Do * Strategic Support to the CHRO * Serve as a strategic partner to the CHRO, providing thought leadership and execution support for key HR initiatives and priorities. * Drive alignment and progress across the HR function by managing workstreams, tracking deliverables, and supporting communications related to strategic goals. * Prepare high-quality presentations, updates, and communications for executive and board-level stakeholders. * Help plan and manage the HR department's annual calendar, ensuring coordination of major milestones, reviews, and engagements. * Help the CHRO and HR leadership team make data-informed decisions by highlighting trends, risks, and opportunities related to talent, engagement, and performance. * Enterprise Talent Management and Succession Strategy * Lead the development and implementation of an enterprise-wide talent management strategy, including succession planning, talent reviews, leadership development alignment, and high-potential identification. * Facilitate talent calibration sessions and ensure robust, objective assessment processes across the organization. * Partner with the CHRO and senior leaders to ensure strong leadership pipelines and role continuity for mission-critical functions. * Drive execution of follow-up actions from talent reviews, ensuring high-potential employees have tailored development plans. * HR Program Management and Operational Cohesion * Drive coordination and execution of cross-functional HR projects, ensuring delivery on scope, time, and alignment with organizational priorities. * Improve collaboration across HR teams by establishing project management discipline, standard processes, and structured communication practices. * Monitor the execution of strategic HR plans and initiatives, identifying barriers and enabling timely resolution. * Build and maintain mechanisms for knowledge sharing, progress tracking, and internal alignment within HR. * Contribute to building the HR function's analytical capability and culture of measurement and continuous improvement. * Connector Between HRBPs and Talent Development * Serve as the operational and strategic bridge between the HR Business Partner team and the Talent Development function, ensuring alignment in talent planning, performance management, and development execution. * Partner with HRBPs, Talent Development, and other stakeholders to gather, synthesize, and interpret workforce data. * Foster collaboration across these teams to ensure consistent application of talent processes, feedback loops, and leadership development support. * Support the integration of talent insights into HRBP strategies and ensure development initiatives address identified capability gaps. * Internal Communication and Change Enablement * Support CHRO-led internal communications by developing clear, compelling messaging related to HR strategy, priorities, and change initiatives. * Translate complex strategies into accessible narratives that resonate across all employee levels. * Partner with internal communications to ensure consistency, clarity, and impact of HR-related messaging. What You'll Need * Bachelor's degree in Human Resources, Organizational Development, Business, or related field; Master's preferred. * 8-10 years of progressive HR experience with a strong background in talent management, succession planning, project management, and business partnership. * Proven experience working across HR functions, with demonstrated success in connecting strategy to execution. * Strong background in or exposure to people analytics and data-driven HR decision-making. * Excellent written and verbal communication skills, with the ability to influence and engage senior stakeholders. * Proven ability to manage multiple high-impact initiatives simultaneously with strong planning and follow-through. * High EQ, strong organizational savvy, and ability to build trust across diverse stakeholders. * Proficiency with HRIS and reporting tools (Workday preferred), along with Microsoft Excel and PowerPoint. * Knowledge of Southern Baptist structure and polity preferred.