Human Resources Director

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.

We offer employees a generous benefits package, flexible work schedules, the opportunity to be involved in community outreach and tuition reimbursement.

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.

• 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.

• 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.