Talent Partner

USAA•San Antonio, NC

2d•$164,780 - $31,496•Remote

About The Position

At USAA, the mission is to empower members to achieve financial security through competitive products, exceptional service, and trusted advice, serving the military community and their families. The Talent Partner works with Senior HRBPs and senior business leaders across multiple lines of business and functions to translate business priorities into talent outcomes. The role calls for deep expertise in talent management and organizational effectiveness, including organizational design, leadership development, succession planning, talent assessment, team effectiveness, and culture. It combines business acumen and a consultative approach to turn complex or ambiguous challenges into scalable, practical solutions with meaningful business outcomes. The position focuses on understanding business needs, identifying important talent and organizational issues, and shaping and delivering the talent agenda—not simply deploying programs. The role is remote eligible in the continental U.S. with occasional business travel. Employees who live within 60 miles of a USAA office are expected to work onsite four days per week. Relocation assistance is available. The salary range is listed as $164,780–$314,96; actual salary may vary by location and experience. Employees may be eligible for performance-based incentives at the discretion of the USAA Board of Directors. Applications are accepted on an ongoing basis until the position is filled.

Requirements

10 years of progressive experience in Talent Management across areas such as talent strategy, organization design and effectiveness, succession planning, talent reviews and assessment, leadership coaching and development, team effectiveness, culture, high-potential talent, or geographic talent strategy.
Deep business centricity and commercial acumen, with the ability to connect business strategy to talent and organizational implications.
Ability to turn complex or ambiguous challenges into clear strategies and executable workplans while engaging the right stakeholders.
Strong executive storytelling, influence, and results orientation; ability to translate complexity into clear choices and action.
Demonstrated success co-creating solutions with senior leaders, HRBPs, COEs, and cross-functional partners.
Track record of solving with scale and sustainability in mind rather than defaulting to one-off solutions or programs.
Humble, curious, and confident style, with a strong point of view and willingness to listen, learn, and challenge constructively.
Sound judgment and ability to be responsive rather than reactive, diagnose before solving, and maintain focus amid competing priorities.

Nice To Haves

Experience across both COE and HRBP environments, complemented by a strong consulting orientation.

Responsibilities

Lead talent reviews and succession planning across assigned lines of business and functions, strengthening talent decisions, bench strength, successor readiness, and leadership pipelines.
Accelerate successor development by ensuring development plans produce meaningful experiences, progress, and increased readiness.
Co-create talent strategies with Senior HRBPs and business leaders, translating business priorities and future needs into focused talent actions.
Craft and deliver quarterly business reviews to demonstrate progress against talent strategy and address obstacles.
Shape culture plans and activation, helping leaders translate enterprise culture priorities into sustained organizational change.
Monitor performance and talent-risk indicators, identify patterns, and translate insights into decisions and action.
Apply enterprise Talent capabilities to business challenges by bringing together appropriate expertise to solve business needs.
Bring business insights back into the Talent agenda to shape priorities, strengthen solutions, and increase impact and scalability.
Lead through influence and co-creation, mobilizing business leaders, HRBPs, COE experts, and cross-functional stakeholders around shared outcomes.