Talent Partner

USAA•Tampa, FL

3d•$164,780 - $314,960•Remote

About The Position

As a Talent Partner, you will work 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 that drive business outcomes. Rather than focusing on deploying programs, the Talent Partner learns the business, identifies consequential talent and organizational issues, and applies relevant expertise and solutions. The position is remote-eligible in the continental U.S. with occasional business travel. Employees residing within 60 miles of a USAA office are expected to work on-site four days per week. Relocation assistance is available.

Requirements

10 years of progressive experience in Talent Management across several 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.
Demonstrated ability to turn complex or ambiguous challenges into clear strategies and executable workplans while engaging appropriate stakeholders.
Strong executive storytelling, influence, and results orientation, translating complexity into clear choices and action.
Demonstrated success co-creating solutions with senior leaders, HRBPs, COEs, and cross-functional partners.
A track record of solving with scale and sustainability in mind rather than defaulting to one-off solutions or programs.
A humble, curious, and confident style, bringing a strong point of view while listening, learning, and challenging constructively.
Sound judgment and the ability to diagnose before solving, respond rather than react, 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 lead to 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 strategies 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 and solutions.
Bring business insights back into the Talent agenda to shape priorities, strengthen solutions, and improve impact and scalability.
Lead through influence and co-creation, mobilizing business leaders, HRBPs, COE experts, and cross-functional stakeholders around shared outcomes.