Director of Strategic Workforce Planning

USAA•Chesapeake, VA

2d•$127,310 - $243,340•Hybrid

About The Position

As the Director of Strategic Workforce Planning, you will lead the development and execution of association-wide, forward-looking talent strategies that directly enable USAA’s business objectives. You will champion a data-driven, capability-focused approach to ensure the organization has the right talent, skills, timing, location, and cost to meet its long-term goals. This role requires a strategic leader who can connect talent, workplace, and technology, and build strong partnerships across HR, IT, Finance, and business leadership to embed workforce planning capabilities across the association. 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 for this position.

Requirements

Bachelor's degree in Finance, Business, or Human Resources or related discipline; 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree
8+ years of experience in workforce planning, forecasting, or HR analytics including leadership experience
3+ years leading high-performing teams
Proven experience developing long-range (3+ years) workforce forecasts and strategic plans
Strong business acumen with the ability to anticipate future talent and skill needs
Advanced critical thinking, communication, and forecasting skills

Nice To Haves

Experience in insurance and/or banking sectors
Familiarity with call center and sales workforce dynamics
Knowledge of workforce planning technologies and platforms (e.g., Workday, SAP, Oracle)
Experience with design thinking and agile methodologies
Expertise in integrating human and AI resource planning

Responsibilities

Lead and develop a high-performing team of workforce planning practitioners.
Establish scalable tools, frameworks, and standards to ensure consistency and sustainability of workforce planning practices across the organization.
Continuously seek and integrate best practices.
Design and implement near- and long-term workforce strategies aligned with association goals and transformation initiatives.
Develop integrated workforce plans that articulate strategic, tactical, and financial goals, dependencies, and scenarios.
Leverage advanced analytics and predictive modeling to identify emerging workforce trends and risks.
Translate complex data into actionable insights for senior leadership, enabling proactive talent decisions.
Build blended staffing models that incorporate human, AI, and automated resources to meet evolving workload demands.
Partner with IT and operations to align workforce capabilities with digital transformation initiatives.
Collaborate with HR, Technology, Finance, Operations, and other key stakeholders to align workforce planning with association strategy.
Serve as a strategic advisor to senior leaders, influencing decisions through data and workforce insights.
Integrate workforce planning with association functions including HR, CFO, CRE, Risk, and Association Planning and drive adoption of practices and process.
Ensure planning processes operate within established risk, compliance, and performance thresholds.
Act as an internal consultant to business leaders, co-creating workforce strategies that support business growth and agility.
Facilitate strategic planning workshops and capability assessments.
Build organizational workforce planning capability by training HRBPs and business leaders on tools, frameworks, and best practices.
Promote a culture of proactive talent planning and continuous improvement.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.