Executive, HR Business Partner

About this role

Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families.

Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful.

We are proud to support active-duty military spouses. USAA roles may offer remote or hybrid flexibility for active-duty military spouses consistent with applicable policy and business needs.

The Opportunity As a trusted advisor, executive coach and strategic partner to senior executive leadership, you will proactively drive business value through development of long-term talent strategies aligned with business objectives. Leveraging business acumen, data-driven insights and innovative thinking to solve complex HR and business challenges, you will influence key decisions impacting organizational performance while driving initiatives that result in a high-performing and engaged workforce.

We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position will be based in Plano, TX.

The Executive HR Business Partner defines and drives the talent strategy for assigned function or line of business, ensuring alignment with business and HR strategic objectives. As a strategic advisor to senior executive leaders, provides critical insights and influence to shape long-term workforce decisions that strengthen organizational capability, readiness, and growth. Fosters a high-performing, inclusive culture and partners across HR to deliver innovative, data-driven solutions. Operating with a digital-first mindset and leveraging advanced analytics, and external market insights, enhances competitiveness, agility, and workforce performance while driving measurable business impact.

What you'll do: • Defines and drives line of business talent strategies that align with enterprise HR objectives and business priorities, ensuring long-term workforce readiness and organizational growth.

• Influences enterprise priorities by providing insights and recommendations that shape strategic workforce planning, cost-of-labor targets, and operating models.

• Serves as a trusted strategic advisor to senior executive leaders, leveraging deep HR functional expertise in talent management, organizational effectiveness, and workforce strategy to challenge assumptions, present alternative perspectives, and guide high-impact workforce decisions that drive competitive advantage.

• Leads complex, cross-functional organizational transformations, including large-scale operating model changes, future-skills planning, and association-wide initiatives that enhance agility and efficiency.

• Anticipates and shapes future workforce needs by leveraging advanced analytics, external benchmarks, and emerging trends to identify skill gaps, inform talent investments, proactively address blind spots, and develop HR solutions that support strategic business objectives in partnership with senior executive leaders.

• Drives the evolution of HR’s strategic roles, positioning HR as a catalyst for innovation, agility, and business success.

• Champions a high-performance, inclusive culture that fosters engagement, collaboration, recognition, and leadership capability at all levels.

• Oversee strategic workforce planning and processes, partnering with Finance, HR COE’s, and business leaders to optimize resource allocation, talent development, and cost management.

• Guides succession planning and leadership development to ensure robust talent pipeline and organizational stability.

• Ensures delivery of integrated HR solutions, collaborating across HR functions to simplify, digitize, and improve service delivery for maximum business impact.

• Builds and sustains trusted relationships with executive leadership and key stakeholders, strengthening HR’s influence and credibility across the enterprise.

• Develops and enables the HRBP community to deliver consistent, business aligned strategies and high impact advisory support.

• Synthesizes business insights and priorities to shape HR programs, policies, and solutions that are fit-for-purpose, drive business outcomes, and ensure client needs are embedded in association-wide initiatives.

• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures.

What you have: • Bachelor's degree required. 4 additional years of related experience beyond the minimum required may be substituted in lieu of a degree.

• 10 years of progressive experience in one or more human resources disciplines with a focus on business partner experience driving strategic, transformative initiatives in a complex, matrixed environment.

• 6 years of experience in building, managing and/or developing high-performing teams.

• Demonstrated experience leading HR strategies for multiple functions or lines of business and driving organizational transformation.

• Proven ability to synthesize complex business and workforce data into actionable insights and executive-level recommendations.

• Demonstrates strong executive presence and interpersonal skills, with the ability to build trust and credibility with C-suite, senior executive leaders, and HR peers.

• Experience designing and executing long-term talent and workforce strategies aligned with business and HR strategic objectives, while anticipating future business needs and skill requirements.

• Strong problem-solving skills with the ability to holistically assess organizational challenges and implement integrated, association-focused solutions.

• Deep understanding of business operations, market dynamics, and industry trends to inform HR strategies that support the associati

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