Strategic Change Partner

USAA•San Antonio, TX

5d•$127,310 - $243,340•Hybrid

About The Position

The Change Partner Lead 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 project teams and building their change capability. The position develops and integrates change strategies across a portfolio of initiatives tied to a USAA Strategic Priority. It diagnoses organizational and systemic factors that support or impede change, identifies when standard change management is sufficient or a broader intervention is needed, and uses employee insights, data, and business results to evaluate progress and improve adoption. The role also develops scalable change tools, builds organizational change capability, and coaches other change partners. This position requires working in the office four days per week and can be based in San Antonio, Texas. Relocation assistance is available. The salary range is $127,310 to $243,340. 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. 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 clear materials for employee and executive audiences.
Proven experience leading the people and organizational side of a complex, large-scale transformation involving changes in culture, leadership expectations, or ways of working; experience setting and executing change strategies and supporting leaders and employees through change.
Experience 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 determining when standard change management or a broader intervention is appropriate.
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 within 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 between enterprise-level advisory work and hands-on project work, treating transformation as an organizational system challenge.
Ability to diagnose before proposing solutions, distinguish change management needs from other organizational interventions, and adapt standard methodology to ambiguous situations.
Ability to translate transformation goals into specific leadership and workforce behaviors and change the conditions around employees rather than simply asking employees to change.
Ability to integrate multiple disciplines while respecting partners’ expertise and ownership, and to measure progress through organizational and business outcomes.

Responsibilities

Lead the people and organizational side of Technology’s transformation, partnering across functions to turn 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, barriers, and portfolio impacts.
Advise, coach, and influence senior executives, and facilitate leadership discussions that build alignment and clarify priorities.
Consult with project teams on change plans, change impact assessment, stakeholder engagement, communications, training, and adoption support.
Bring together partners 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 organizational changes.
Use employee insights, data, and business results to evaluate progress, refine strategies and best practices, and improve adoption.
Develop scalable, reusable change tools, including 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 risks, including leader alignment, workforce disruption, and culture risks, while following risk and compliance policies and procedures.