Strategic Change Partner

USAA•San Antonio, TX

3d•Hybrid

About The Position

The Strategic Change Partner helps Technology leaders and teammates navigate the people and organizational dimensions of Technology’s transformation. The role advises senior leaders on turning strategy into lasting shifts in culture, leadership behavior, and ways of working, while consulting directly with Technology project teams and building their change capability. The successful candidate sees how strategy, leadership, culture, talent, structure, processes, and behavior interact; diagnoses barriers before proposing solutions; and applies standard change management or broader organizational interventions as appropriate. The position partners across functions to integrate change strategies for a portfolio of initiatives tied to a USAA Strategic Priority. It advises senior executives, guides project teams in assessing impacts and delivering engagement, communications, training, and adoption support, and coordinates with HR, Communications, Learning, Strategy, and Risk. The role also uses employee insights, data, and business results to evaluate progress, develops reusable change tools, coaches change partners, builds organizational change capability, and manages transformation risks while following risk and compliance policies. This position is based in San Antonio, Texas, and requires working in the office four days per week. Relocation assistance is available. USAA does not provide visa sponsorship for this role.

Requirements

Bachelor’s degree, or four years of relevant education, training, and/or professional experience in lieu of a degree.
Eight or more years of relevant experience in business consulting disciplines such as change management, organizational design or development, communications, human resources, or management consulting, including at least four years in change management; alternatively, with an advanced degree, six years of related experience including four years in change management.
Professional change management certification, such as CCMP or Prosci.
Expert knowledge of change management and overcoming resistance to change, including consulting with project teams.
Working knowledge of project management methodologies.
Extensive experience advising senior executives and using emotional intelligence, business judgment, and organizational savvy to navigate ambiguity and influence across organizational boundaries without direct authority.
Advanced written and verbal communication, consulting, and facilitation skills, including framing complex issues, constructively challenging assumptions, leading difficult leadership conversations, and developing materials for audiences from employees to senior executives.
Proven experience leading the people and organizational side of a complex, large-scale transformation, including changes in culture, leadership expectations, or ways of working.
Experience setting and executing change strategies and supporting leaders and employees through change using organizational effectiveness practices such as operating model activation, role clarity, and decision effectiveness.
Experience diagnosing organizational needs and systemic barriers across strategy, leadership behavior, culture, structure, talent, processes, and incentives, and recognizing when broader intervention is needed beyond standard change management.
Experience defining desired leadership and workforce behaviors and reinforcing them through organizational expectations, routines, systems, decisions, and leader practices.
Working knowledge of risk and regulatory requirements and experience operating in a highly regulated environment.

Nice To Haves

Advanced degree in organizational development, organizational psychology, business, human resources, leadership, behavioral science, or a related field.
Certification in organizational development, organization design, coaching, or facilitation.
Ability to move comfortably between enterprise-level advisory and hands-on project work, viewing transformation as an organizational system challenge.
Ability to diagnose before proposing solutions, distinguish change management needs from other organizational interventions, and adapt methodology to ambiguous situations.
Ability to translate transformation goals into specific leadership and workforce behaviors and change the conditions around employees rather than only asking them to change.
Ability to integrate disciplines through partnerships that respect other functions’ expertise and ownership, and measure progress through organizational and business outcomes.

Responsibilities

Lead the people and organizational side of Technology’s transformation, turning Technology strategy into lasting changes in leadership, teamwork, and decision-making.
Develop and integrate change strategy across a portfolio of initiatives tied to a USAA Strategic Priority.
Identify impacted audiences, integration points, dependencies, and barriers, and assess portfolio impacts.
Serve as a trusted advisor to senior executives; coach and influence them to lead change and facilitate discussions that build alignment and clarify priorities.
Consult with project teams and influence their change plans, including change impact assessment, stakeholder engagement, communications, training, and adoption support.
Facilitate partnerships across HR, Communications, Learning, Strategy, and Risk, and help project teams engage change management and readiness resources.
Provide Technology teammates with practical support, clear communication, and readiness assistance as they navigate change.
Use employee insights, data, and business results to evaluate progress, refine strategies and practices, and improve adoption.
Develop scalable, reusable change tools such as templates, stakeholder assessments, and communication plans.
Coach and develop change partners, mature the change management discipline, and build organizational change capability through thought leadership.
Identify and manage transformation risks, including leader alignment, workforce disruption, and culture risks.
Operate in accordance with risk and compliance policies and procedures.