HR Business Partner Director

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

As a trusted advisor and strategic partner to senior executive leadership as an HR Business Partner Director, you will drive business value through development of long-term talent strategies aligned with business objectives. Leveraging business acumen, data-driven insights and innovative thinking to solve complex HR and business challenges, you will influence key decisions impacting organizational performance while driving initiatives that result in a high-performing and engaged workforce. This is an individual contributor role that influences various stakeholders across the organization.

We offer a flexible work environment that requires an individual to be in the office 4 days per week.

This position can be based in one of the following locations: San Antonio, TX, Plano, TX, Phoenix, AZ, Colorado Springs, CO, Charlotte, NC, Chesapeake, VA or Tampa, FL.

Relocation assistance is available.

Multiple positions available.

What you'll do:

• Develops innovative, agile, proactive, and cost-effective HR strategies in alignment with business objectives and related people plans and influences senior executive leaders with recommended talent solutions. Distills macro talent strategies and tailors application for the unique needs of each functional area assuring business effectiveness.

• Responsible for driving a culture of innovation, agility, and growth mindset within their client portfolio by collaborating with senior executive leadership to align HR strategies with business objectives.

• Leverages business acumen related to business goals, objectives and unique talent needs to inform and influence enterprise talent offerings across the HR portfolio.

• Operates with a digital-first mindset to drive competitiveness, agility, and differentiated business capabilities. Leverages data and industry insights in the design of strategic HR solutions.

• Independently leads end-to-end complex organizational design, operating model efforts and other HR initiatives. Diagnoses talent needs and designs fit-for-purpose strategies.

• Leads complex programs and initiatives with broad, cross-functional impact.

• Accountable for strategic approaches and inputs that inform strategic and operational workforce plans and associated cost of labor. Proactively partners with business leaders, Finance and Workforce Planning partners to help ensure alignment with cost of labor targets.

• Provides trusted advice and coaching to senior executive leaders and serves as a strategic catalyst and change champion. Effectively challenges senior executive leaders and delivers difficult messages as needed.

• Mentors and provides leadership and guidance to other HR Business Partners, HR advisors and COE partners. Seeks diverse perspectives from broad network of resources in the development of strategies and solutions.

• Operates as “One HR,” working in partnership with COE leaders to evaluate and drive HR approaches and processes, influencing improved outcomes in support of changing business needs. Responsible for thought leadership and strategic insights to drive enterprise HR initiatives or solutions.

• Continuously evaluates HR approaches and processes, influencing improved outcomes in support of changing business needs.

• Drives people-related business outcomes and proactively provides valuable insights on both internal and external environments regarding talent identification and organizational blind spots.

• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have:

• Bachelor's degree required. 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.

• 8 years of relevant work experience in one or more human resource disciplines, or business consulting/analysis experience with a focus on driving strategic initiatives.

• 5 years of experience in developing and leading talent solutions aligned to business objectives as an HR Business Partner or in a similar role.

• Demonstrated experience telling impactful sto