HR Business Partner Director - Insurance

USAA•San Antonio, TX

3d•$143,320 - $273,930•Hybrid

About The Position

The HR Business Partner Director serves as a trusted advisor and strategic partner to senior executive leadership, developing long-term talent strategies aligned with business objectives. This individual contributor role uses business acumen, data-driven insights, and innovative thinking to address complex HR and business challenges, influence decisions affecting organizational performance, and support a high-performing, engaged workforce. The role is based in Tampa, Florida; Colorado Springs, Colorado; San Antonio, Texas; or Phoenix, Arizona, and requires working in the office four days per week. Relocation assistance is not available. The director develops and adapts HR strategies to meet business needs, leads complex organizational design and cross-functional initiatives, and advises leaders on workforce planning, talent needs, and cost of labor. The position also partners with HR Centers of Excellence and other stakeholders, mentors HR colleagues, and helps ensure business risks are identified and managed in accordance with risk and compliance policies.

Requirements

At least 8 years of relevant experience in one or more human resources disciplines, or in business consulting or analysis focused on strategic initiatives.
At least 5 years of experience developing and leading talent solutions aligned to business objectives as an HR Business Partner or in a similar role.
Experience using data and insights to tell impactful stories and influence senior leaders on complex matters, decisions, and solutions, including building and presenting executive-level artifacts.
Extensive experience designing and developing long-term strategies aligned with business objectives and driving meaningful change in a matrixed environment.
Extensive experience applying 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 integrated outcomes.
Strong interpersonal and communication skills, with the ability to quickly build trust and relationships with senior-level or C-suite leaders and peers.
Ability to tailor messaging to different levels of the organization.

Nice To Haves

Significant HR Business Partner experience driving strategic talent initiatives in a large, complex organization in financial services, banking, insurance, or a related industry.
Experience driving change and leading large-scale business transformations involving significant talent movement.
Demonstrated experience influencing senior leaders through data and insights to drive decisions and business outcomes.

Responsibilities

Develop innovative, agile, proactive, and cost-effective HR strategies aligned with business objectives and influence senior executives with recommended talent solutions.
Adapt enterprise talent strategies to the specific needs of functional areas.
Partner with senior executive leaders to foster innovation, agility, and a growth mindset in the client portfolio.
Use business acumen to inform and influence enterprise talent offerings across the HR portfolio.
Apply a digital-first mindset to support competitiveness, agility, and differentiated business capabilities.
Use data and industry insights to design strategic HR solutions.
Independently lead complex organizational design, operating model efforts, and other HR initiatives from end to end.
Diagnose talent needs and design fit-for-purpose strategies.
Lead complex programs and initiatives with broad cross-functional impact.
Inform strategic and operational workforce plans and associated cost-of-labor approaches.
Partner with business leaders, Finance, and Workforce Planning to support alignment with cost-of-labor targets.
Advise and coach senior executive leaders, serving as a strategic catalyst and change champion; challenge leaders and deliver difficult messages when needed.
Mentor and guide HR Business Partners, HR advisors, and Centers of Excellence partners.
Seek diverse perspectives when developing strategies and solutions.
Partner with Centers of Excellence to evaluate and improve HR approaches and processes in response to changing business needs.
Provide thought leadership and strategic insights for enterprise HR initiatives and solutions.
Evaluate HR approaches and processes and influence improvements to outcomes.
Drive people-related business outcomes and provide insights about internal and external talent environments and organizational blind spots.
Ensure business risks are identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.