Senior HR Business Partner

GuideStone Financial Resources•Dallas, TX

23d•Hybrid

About The Position

The Senior Human Resources Business Partner performs complex work important to the organization and aligns people strategies with business priorities for assigned departments or business units. Operating with minimal supervision and wide latitude for independent judgment, the Senior HRBP serves as a strategic advisor to leaders on workforce planning, organizational design, employee relations, performance management, policy interpretation, and talent initiatives. The Senior HRBP maintains strong core skills and autonomy, contributes to measurable team and/or organizational objectives, drives impact for assigned business units, and fosters teamwork across HR and the business. The Senior HRBP uses Workday and related HR processes accurately and consistently to support data quality, reporting, leader guidance, and sound decision-making. We serve those that serve the Lord with the integrity of our hearts and the skillfulness of our hands. (Psalm 78:72)

Requirements

Bachelor’s degree in areas such as human resources, organizational development, leadership development, industrial/organizational psychology, or related field required.
7-10+ years of experience in Human Resources, as an HR generalist, business partner, or across multiple HR functions.
Working knowledge of total rewards, talent development, talent management, and other HR functions.
Understands and applies federal laws, labor laws and HR principles (Ex: ADAA, FMLA, EEOC, and other applicable laws).
Demonstrated capability advising and influencing HR processes in support of business strategy.
Demonstrates strong interpersonal skills and easily establishes trust and confidence of client groups.
Adept at coaching, training, and communicating information clearly and confidently.
Experience leading and implementing change management initiatives.
Ability to manage complex employee relations matters and resolve conflicts.
Proven ability to work independently and manage multiple priorities and deadlines.
Approaches work with strong organizational, prioritization, and planning skills.
Strong analytical and problem-solving skills.
Highest degree of discretion in managing confidential and sensitive information.
Extensive knowledge of human resources processes and best practices.
Proficient skills in Microsoft Office and appropriate GuideStone system applications, including Workday.
Must have complete confidentiality regarding GuideStone business matters.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Nice To Haves

PHR, SPHR, SHRM-CP or related HR certification preferred.
Strong experience in compensation and total rewards, especially sales incentive programs preferred.
Knowledge of Southern Baptist structure and polity preferred.

Responsibilities

Support the leadership team of assigned departments or business units as a strategic advisor and consultant on HR and business matters in partnership with the management team.
Conduct regularly scheduled meetings with respective business units and serve as a liaison between HR and business units.
Provide guidance and input on organizational design and workforce planning with wide latitude for independent judgment.
Inform and uphold job architecture, leveling guidance, and compensation framework when advising leaders on role design, organizational structure, job changes, and workforce planning.
Balance practical business partnership with ministry-centered mission, helping leaders make values-aligned decisions that reflect sound judgment, stewardship, service, compliance, and care for employees.
Partner effectively with Legal, Risk, Compliance, Finance, Delivery, and the broader HR team to support consistent, compliant, and practical solutions for assigned business units.
Influence and coordinate work across the enterprise with cross-functional stakeholders to support enterprise-wide initiatives and business needs, driving impact on measurable objectives.
Partners with HR team to deploy the talent strategy supporting the succession planning process; generates reports, facilitates talent management meetings, and assists with development of succession plans.
Analyzes data, trends and metrics in partnership with HR team to develop solutions, programs, and policies to meet enterprise needs.
Consults regarding training needs for business units and makes recommendations from a portfolio of talent development resources.
Partners in change management initiatives and organizational communication.
Manage and resolve complex employee relations issues, including conducting effective, thorough, responsive, and objective investigations and advising leaders on appropriate next steps.
Maintain and uphold knowledge of employment law requirements and partner with management to reduce legal risk and ensure regulatory compliance; partner with Legal as required.
Identify and coordinate effective workforce and performance management solutions for managers (e.g., coaching, counseling, career development, disciplinary actions).
In partnership with the risk and compliance team, support the development of policies and provide guidance in the evaluation and interpretation of policies and procedures.
Exercises sound judgment when handling confidential, sensitive, or personally identifiable information, ensuring appropriate use, access, documentation, and escalation in alignment with GuideStone standards.
May assist less-experienced HR team members with complex tasks, fostering teamwork and shared learning.