HR Integration & Planning Principal

USAA•Tampa, FL

1d•$164,780 - $314,960•Hybrid

About The Position

The HR Integration & Planning Principal provides strategic leadership across HR by translating enterprise and HR priorities into an integrated HR strategy, multi-year roadmap, operating plan, and coordinated execution across HR. The role leads HR strategic planning, portfolio prioritization, and governance while serving as a strategic integrator across Centers of Excellence, HR Business Partners, Operations, and other HR functions to drive complex, cross-COE priorities from strategy through execution. The Principal owns the integration and enablement of enterprise-wide HR initiatives, establishing the frameworks, governance, implementation approaches, and decision support needed to align work across HR. The role identifies dependencies, risks, sequencing, and resource implications; drives alignment and accountability across stakeholders; and ensures HR strategies are translated into scalable, executable solutions that deliver measurable business outcomes and strengthen the effectiveness of the HR operating model.

Requirements

Bachelor's degree; OR 4 years of relevant education and/or experience.
12 years of progressive Human Resources experience, including significant experience in HR Business Partner, HR transformation, organizational effectiveness, HR enablement, or HR leadership roles.
Demonstrated experience shaping association people strategies, operating models, and organizational capabilities within complex, matrixed organizations.
Demonstrated success designing and leading association-wide HR transformation, enablement, governance, or operating model initiatives that improved execution effectiveness and adoption outcomes.
Experience shaping association approaches for HR program deployment, governance, prioritization, and practitioner enablement across multiple Centers of Excellence.
Proven ability to design scalable operating models, governance frameworks, implementation methodologies, and execution processes that support association objectives.
Experience establishing governance and portfolio management processes that balance strategic priorities, implementation capacity, organizational readiness, and change saturation.
Experience advising senior leaders on organizational effectiveness, practitioner experience, change strategy, implementation risk, and execution planning.
Demonstrated success influencing executive decisions regarding association prioritization, adoption strategy, and implementation sequencing within large, matrixed organizations based on business and workforce priorities.
Experience leveraging association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement initiatives.

Nice To Haves

Exceptional strategic thinking, organizational diagnostics, and structured problem-solving capabilities, with the ability to translate strategy into practical execution.
Ability to connect enterprise priorities, workforce trends, leadership direction, and organizational realities into an integrated HR strategy, roadmap, and operating plan.
Demonstrated success integrating complex, cross-COE initiatives, identifying interdependencies, resolving competing priorities, and driving alignment from strategy through execution.
Deep experience with portfolio management and governance disciplines that improve visibility, prioritization, sequencing, accountability, and execution across HR.
Ability to translate complex HR strategies into scalable, executable approaches, balancing practitioner experience, organizational readiness, change capacity, and business outcomes.
Proven ability to influence executive leaders and build alignment and accountability across diverse stakeholder groups and competing priorities.
Ability to synthesize complex information, risks, dependencies, and opportunities into compelling strategic narratives and actionable recommendations.
Balances long-term vision with practical execution realities to drive measurable business outcomes and strengthen the effectiveness of the HR operating model.
Passion for helping HR operate as a strategic, integrated, and high-performing function that delivers as One HR.

Responsibilities

Define and evolve the association HR Enablement operating model, governance framework, and long-term strategic roadmap.
Establish governance, standards, and accountability mechanisms that guide how HR initiatives are prioritized, deployed, and sustained.
Drive alignment across HR functions to ensure initiatives are aligned to association and workforce priorities, coordinated, scalable, and capable of successful execution.
Define association strategies that improve practitioner experience, reduce complexity, and increase execution effectiveness across HR.
Lead association enablement and operating model transformation efforts that improve how HR solutions are designed, implemented, adopted, and sustained.
Advise senior leaders on enablement strategy, implementation risk, organizational readiness, and change capacity considerations.
Establish association processes that evaluate initiative prioritization, implementation capacity, and organizational readiness across the HR portfolio.
Leverage association metrics, practitioner insights, and operational performance data to inform strategic decisions 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.