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.