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GuideStone Financial Resources

Human Resources Director

Reposted 15 Days Ago
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In-Office
Dallas, TX
Senior level
In-Office
Dallas, TX
Senior level
The HR Director partners with the CHRO to enhance talent management, supports strategic HR initiatives, and improves cross-functional HR cohesion.
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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.

Top Skills

Hris
Excel
Microsoft Powerpoint
Workday

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