Executive Director, Talent Acquisition

Why USAA?

At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families.

Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful.

The Opportunity

Strategic Leadership:

• Establish yourself and the team as executive recruitment domain experts and trusted partners driving relationships between broader HR and Executive Committee to define and develop a comprehensive executive TA vision and strategy.
• Develop and implement best practice focused executive talent attraction strategies designed to deliver and meet organizational business objectives related to talent needs and diversity, inclusion and belonging priorities.
• Champion continuous process improvement, lean methodologies, and the identification and implementation of standard practices to improve the recruiting process and overall candidate experience.
• Lead partnership internally with TA leaders to advance and optimize processes and daily operations to include utilization of resources, tools, and technology in alignment with service delivery metrics, methodologies, and procedures to achieve short- and long-term talent strategies.
• Oversee the end-to-end recruitment process, from identifying business needs, to attraction, acquisition and anticipating onboarding, development and career pathing, ensuring a seamless and positive candidate experience.
• Further develop, leverage and optimize USAA’s employer brand to attract top talent in the competitive marketplace taking regional differences into account.
• Ensure risks associated with business activities are effectively identified, measured, assessed, and controlled in accordance with risk and compliance policies and procedures.
• Establish and monitor key performance indicators (KPIs) to measure the effectiveness of talent acquisition efforts.
• Regularly report on recruitment metrics and provide insights to leadership for continuous improvement.

Team Management:

• Build and lead an impactful, strategically aligned and business-focused team through effective talent selection, coaching, performance management, and team development encouraging a diverse and inclusive workplace culture in both people and thought leadership.
• Ensure execution of sourcing and talent market research-based talent attraction strategies, and designed to create a viable, sustainable pipeline of top executive talent representative of our diverse member community.
• Build capability and expertise within the team to upskill and enhance the overall organizational effectiveness and quality of hiring outcomes.
• Lead all aspects of performance metrics and results to the efficiency of recruiting solutions to guide shared understanding and continuous improvement around talent pipelines, funnel, and key performance indicators.
• Drive accountability in the adoption and utilization of TA technologies.

Partnerships:

• Work within HR and with business and functional leaders to consolidate and synthesize enterprise-wide TA strategies and plans to optimize time, budget and resources needed to support meeting business talent objectives.
• Contribute critical insights and perspective into strategies and plans of Total Rewards, Diversity and Inclusion, Learning and Organizational Development and Marketing, including identification of key competitive advantages and gaps, to help ensure USAA elevates to the forefront of being positioned as an employer of choice.
• Establish strategic partnerships with outside vendors and consultants to incorporate and ensure adherence to industry standard methodologies, trends, processes, and products and services into current staffing program strategies.
• Collaborate with HR team to ensure consistency and compliance within TA processes.

What you have:

• Bachelor’s Degree OR 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.
• 10 years of progressive related experience developing and executing operational strategies including the full life cycle talent acquisition process (i.e., hiring plans and forecasting, recruiting, on-boarding, compensation, performance measurement, development, etc.).
• 4 years of people leadership experience in building, managing and/or developing high-performing teams.
• Demonstrated ability to be an influential subject matter expert in executive recruitment working with all organizational levels to influence talent attraction a