HR Business Partner Director

USAA•San Antonio, TX

4d•$143,320 - $273,930•Hybrid

About The Position

The HR Business Partner Director provides insights, influence, and guidance on long-term talent strategies aligned with business and HR objectives. The role serves as a key advisor, partner, and coach to senior executive leaders, offering thought leadership in formulating and influencing strategic organizational plans. In collaboration with peer HR teams, the Director develops talent solutions that advance organizational excellence and operational efficiency. This position develops and drives HR strategies tailored to business objectives and functional-area needs, leads complex organizational design and operating-model work, and advises leaders on workforce planning and cost of labor. It also mentors HR colleagues, partners with Centers of Excellence, advances enterprise HR initiatives, and helps ensure business risks are managed in accordance with applicable risk and compliance policies. The work environment is flexible but requires working in the office four days per week. The role may be based in San Antonio or Plano, Texas; Phoenix, Arizona; or Charlotte, North Carolina. Relocation assistance is available.

Requirements

8 years of relevant experience in one or more human resource disciplines, or in business consulting or analysis focused on driving strategic initiatives.
5 years of experience developing and leading talent solutions aligned to business objectives as an HR Business Partner or in a similar role.
Demonstrated ability to tell impactful stories using data and insights and influence senior leaders on complex matters, decisions, and solutions, including building and presenting executive-level materials to support decision-making and business outcomes.
Extensive experience designing and developing long-term strategies aligned with business objectives and driving meaningful change in a matrixed environment.
Extensive experience leveraging advanced business or industry knowledge to develop strategies aligned with organizational objectives.
Strong problem-solving skills, including the ability to analyze situations holistically and determine appropriate, integrated outcomes.
Strong interpersonal and communication skills, including the ability to quickly build trust and relationships with senior-level or C-suite leaders and peers and tailor messaging to different organizational levels.

Responsibilities

Develop innovative, agile, proactive, and cost-effective HR strategies aligned with business objectives and people plans, and influence senior executive leaders with recommended talent solutions.
Translate broad talent strategies into approaches tailored to the needs of each functional area.
Promote a culture of innovation, agility, and growth mindset in the client portfolio by aligning HR strategies with business objectives.
Use business acumen to inform and influence enterprise talent offerings across the HR portfolio.
Apply a digital-first mindset and use data and industry insights to design strategic HR solutions.
Independently lead complex organizational design, operating-model efforts, and other HR initiatives; diagnose talent needs and develop fit-for-purpose strategies.
Lead complex programs and initiatives with broad cross-functional impact.
Provide strategic approaches and inputs for strategic and operational workforce plans and associated labor costs; partner with business leaders, Finance, and Workforce Planning to align with cost-of-labor targets.
Advise and coach senior executive leaders, act as a change champion, and challenge leaders or deliver difficult messages when needed.
Mentor and guide HR Business Partners, HR advisors, and Centers of Excellence partners.
Partner with Centers of Excellence as part of 'One HR' to evaluate and advance HR approaches and processes in response to changing business needs.
Provide thought leadership and strategic insights for enterprise HR initiatives and solutions.
Continuously evaluate HR approaches and processes and influence improvements.
Drive people-related business outcomes and provide insights on internal and external talent environments, including talent identification and organizational blind spots.
Ensure business-related risks are identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.