HR Strategy and Planning Director (Enablement)

USAA•San Antonio, NC

2d•Hybrid

About The Position

The HR Strategy & Planning Director provides strategic leadership and planning support to HR executive leadership by translating enterprise priorities, workforce insights, and business needs into a clear HR strategic direction, multi-year roadmap, and operating plan. Leads HR strategic planning, portfolio prioritization, and governance processes to ensure HR initiatives remain aligned, integrated, appropriately sequenced, and positioned to deliver intended outcomes. Partners across HR Centers of Expertise (COEs), HR Business Partners, Operations, Communications, and enterprise stakeholders to create visibility into strategic work, identify dependencies and risks, and drive informed prioritization and investment decisions. Develops executive-level strategic narratives, planning frameworks, and decision-support materials that enable leaders to balance long-term vision with practical execution while maximizing organizational impact.

Requirements

Bachelor's degree; OR 4 years of relevant education and/or experience.
10+ years of experience in HR strategy, business strategy, consulting, organizational effectiveness, business operations, corporate planning, or closely related disciplines.
Demonstrated experience developing enterprise- or function-level strategic plans, operating plans, roadmaps, planning frameworks, and business strategies.
Experience leading portfolio prioritization, governance, strategic planning, annual planning cycles, or enterprise planning activities within large and complex organizations.
Proven ability to translate enterprise priorities, workforce trends, business needs, and organizational objectives into actionable HR strategies and investment recommendations.
Strong executive communication skills, including development of strategic narratives, presentations, business cases, recommendations, and decision-support materials for senior leaders.
Experience facilitating executive planning discussions, prioritization sessions, roadmap development, and cross-functional alignment efforts.
Demonstrated ability to identify dependencies, competing priorities, resource constraints, and strategic tradeoffs while guiding leadership decision-making.
Experience conducting strategic assessments, benchmarking, environmental scanning, research, and analysis to support planning and investment decisions.
Proven success influencing senior leaders and driving alignment across matrixed organizations without direct authority.

Nice To Haves

Exceptional strategic thinking, organizational diagnostics, and structured problem-solving capabilities.
Ability to connect enterprise priorities, workforce trends, leadership direction, and organizational realities into practical HR strategies and planning recommendations.
Demonstrated success building and maintaining strategic roadmaps, portfolio views, and planning frameworks that drive clarity, focus, and accountability.
Strong business acumen with the ability to evaluate tradeoffs, prioritize investments, and navigate ambiguity in a rapidly changing environment.
Proven ability to influence executive leaders and build alignment across diverse stakeholder groups and competing priorities.
Experience establishing portfolio management disciplines that improve visibility, governance, coordination, sequencing, and execution across HR.
Ability to synthesize complex information into compelling strategic narratives that support informed decision-making.
Adept at identifying patterns, risks, dependencies, and emerging opportunities and translating them into actionable recommendations.
Balances long-term vision with practical execution realities to drive measurable business outcomes.
Passion for helping HR operate as a strategic, integrated, and high-performing function that delivers as One HR.

Responsibilities

Drives the development and coordination of components within the overarching strategy for the Function.
Works with executive management to establish strategic and operational framework that establishes enables short and long-term business goals and key results.
Develops specific processes to manage the business strategic and operational planning process.
Drives the alignment of business process and frameworks to enterprise strategy, process and framework.
Partners with senior-level leaders across functions and channels to develop near- and long-term visions and roadmaps and works with business leaders to manage transition from strategy to execution.
Maintains responsibility of integration of change management plans, project documentation and strategies for large, complex business specific initiatives that often impact the organization and/or enterprise.
Identifies strengths and weaknesses to evaluate operational effectiveness by establishing best practices and management routines to address gaps.
Guides team members as they perform research and analysis.
Supports executive leadership by leading the design, coordination, and governance of the annual strategic planning and operational planning processes.
Leads and motivates cross-functional team members in strategy and operational plan development and implementation.
Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.