AVP, Learning & Development Executive Leader (San Antonio, Plano, or Charlotte)

USAA•San Antonio, NC

2d•Hybrid

About The Position

The Assistant Vice President (AVP) of Learning & Development will develop and lead complex talent strategies with broad scope and scale, impacting outcomes related to skills, learning, and career mobility. This role will drive influence with senior executive stakeholders across the Association in the delivery of talent solutions that have measurable impact and alignment to business objectives. The AVP will oversee the evolution of learning programs into comprehensive development experiences, and actively manage vendor relationships, influencing their technology and content roadmaps. This position will consult with senior executives to develop scalable, short- and long-term strategies for the entire association, and partner with decentralized business learning leaders to promote consistent and effective solutions. The AVP will develop and implement talent programs aligned with the organization's mission and strategy, driving innovative best practices and policies that scale to leaders at all levels. Leveraging industry best practices in talent trends and technologies, the AVP will lead transformative improvements to operating models and systems and develop and implement methods for assessing the effectiveness and impact of talent initiatives, adjusting strategies as needed. This role will also build and oversee a team of learning leaders and manage a broader team size of approximately 20-25 team members. A key aspect of this role will be to evolve our centralized/decentralized model and continue to ensure we are gaining efficiency and effectiveness by leveraging AI and automation tools. The ideal candidate will possess a strong understanding of leading through ambiguity and driving transformation within complex organizational structures.

Requirements

Bachelor's degree or an equivalent of 4 years of additional related experience to the 10+ years required.
10+ years of progressive experience in Human Resources, including developing strategies, managing major initiatives, and delivering results within a complex, matrixed environment.
10+ years of extensive experience developing learning & development, talent, and skills strategies.
6+ years of people leadership experience in building, managing, and/or developing high-performing teams.
Demonstrated ability to effectively influence, partner with, and manage senior executive stakeholders, including C-suite level.
Experience meeting with business partners and stakeholders to explain and effectively represent established training programs and strategies.
Core expertise in learning, encompassing not only adult learning and instructional design but also learner experience.
Savvy understanding of learning technologies to drive efficiency and support leaner teams, with comfort working in an Agile methodology.
Strong ability to manage learning vendors.
Proven ability to adapt strategies and operations in a dynamic and evolving business environment.
Experience with modern learning methodologies (e.g., Agile, design thinking) and talent technology platforms.

Nice To Haves

Experience integrating with talent marketplaces.
Experience in the banking or financial services industry.
Experience in a regulated environment.
Broadening experiences outside of learning, demonstrating the ability to see the bigger picture and connect broader talent and culture initiatives.

Responsibilities

Develop and lead complex talent strategies with broad scope and scale, impacting outcomes related to skills, learning, and career mobility.
Drive influence with senior executive stakeholders across the Association in the delivery of talent solutions that have measurable impact and alignment to business objectives.
Oversee the evolution of learning programs into comprehensive development experiences.
Actively manage vendor relationships, influencing their technology and content roadmaps.
Consult with senior executives to develop scalable, short- and long-term strategies for the entire association.
Partner with decentralized business learning leaders to promote consistent and effective solutions.
Develop and implement talent programs aligned with the organization's mission and strategy, driving innovative best practices and policies that scale to leaders at all levels.
Lead transformative improvements to operating models and systems leveraging industry best practices in talent trends and technologies.
Develop and implement methods for assessing the effectiveness and impact of talent initiatives, adjusting strategies as needed.
Build and oversee a team of learning leaders and manage a broader team size of approximately 20-25 team members.
Evolve the centralized/decentralized model to ensure efficiency and effectiveness by leveraging AI and automation tools.
Lead through ambiguity and drive transformation within complex organizational structures.