HR Business Partner Principal

USAA•San Antonio, NC

2d•Hybrid

About The Position

The HR Business Partner Principal serves as an association-wide subject matter expert, leveraging deep business and HR acumen to shape and advance long-term talent and organizational strategies. Delivers business value as an expert council to senior executive leaders, and is instrumental in diagnosing complex organizational challenges, designing innovative, data-driven solutions, and influencing enterprise-wide HR strategies to drive sustainable business impact and operational excellence. Collaborates with peer HR teams to develop innovative talent solutions that drive organizational excellence and operational efficiency, serving as a thought leader and mentor. 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, or Charlotte, NC. Relocation assistance is not available.

Requirements

Bachelor's Degree or 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.
10 years of relevant work experience in human resources, with a strong focus on strategic HR initiatives and deep specialization in one or more of the following areas: Talent Strategy, Organizational Design, Workforce Planning & Analytics, Compensation Strategy, or Executive Compensation.
Demonstrates subject matter expertise in applying HR theories, techniques, and technologies within a complex, highly regulated environment.
Strong ability to translate data and insights into compelling narratives and executive-level communications that drive action and measurable business outcomes.
Extensive experience designing and influencing long-term, complex strategies in a matrixed environment.
Extensive experience leveraging advanced business or industry knowledge in the development of strategies aligned to organizational objectives.
Strong analytical, problem-solving skills, and critical thinking skills, with the ability to drive integrated outcomes.
Strong interpersonal, communication, and influencing skills with demonstrated ability to build credibility and trust with senior level and/or c-suite leaders.

Responsibilities

Develops and champions innovative, agile, proactive, and cost-effective HR strategies directly aligning with overarching business objectives.
Translates macro talent strategies into actionable, fit-for-purpose solutions that address unique and complex functional area needs, significantly enhancing business effectiveness.
Drives innovation in HR approaches by leveraging data analytics, industry insights and emerging technologies to create differentiated business capabilities and competitive advantage.
Proactively identifies and diagnoses intricate talent needs and organizational gaps, designing strategic, innovative, and sustainable solutions.
Operates with a digital-first mindset, contributing critical insights and advanced problem-solving capabilities that significantly impact business direction.
Independently leads the end-to-end design and development of highly complex operating model transformations and other critical HR initiatives.
Leads complex programs and initiatives with broad, cross-functional impact.
May serve as an expert proxy to the ELT on specialized HR Matters in partnership with the Senior HR Business Partner.
Accountable for shaping strategic approaches and providing critical for association-wide workforce planning, cost of labor strategies, and talent investment decisions.
Collaborates proactively with business leaders, Finance and Workforce Planning partners to ensure alignment and optimize resource allocation.
Provides expert advice, strategic council and advanced coaching to senior executive leaders, acting as a trusted advisor and catalyst for strategic change.
Effectively challenges senior executive leaders with data-driven insights and expert perspectives.
Provides expert guidance, mentorship, and knowledge-sharing to other HR Business Partners, HR advisors and COE partners, elevating the collective strategic capability of the HR Function.
Operates as “One HR” mindset, partnering closely with COE leaders to influence and refine association HR initiatives or solutions.
Continuously evaluates HR approaches and processes, influencing improved outcomes in support of changing business needs.
Drives forward-thinking insights on internal and external talent landscapes, proactively identifying organizational blind spots and future skills requirements.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.