HR Integration & Planning Principal

usaa; United States; Hybrid; USD 160,000 - 190,000; Full time

Benefits offered by this job

Relocation assistance

Job summary

USAA is seeking an HR Integration & Planning Principal to translate enterprise priorities into an integrated HR strategy and multi-year roadmap. You will lead governance across Centers of Excellence and HR Business Partners to drive cross-COE priorities from strategy to execution.

You will define enablement frameworks, manage risk, and align HR initiatives with workforce priorities. The role requires 12 years of HR leadership experience and strong partnership with senior leaders to deliver

Qualifications

• 12 years of progressive Human Resources experience, including significant experience in HR Business Partner, HR transformation, organizational effectiveness, HR enablement, or HR leadership roles.
• Demonstrated experience shaping association people strategies, operating models, and organizational capabilities within complex, matrixed organizations.
• Demonstrated success designing and leading association-wide HR transformation, enablement, governance, or operating model initiatives that improved execution effectiveness and adoption outcomes.
• Experience shaping association approaches for HR program deployment, governance, prioritization, and practitioner enablement across multiple Centers of Excellence.
• Proven ability to design scalable operating models, governance frameworks, implementation methodologies, and execution processes that support association objectives.
• Experience establishing governance and portfolio management processes that balance strategic priorities, implementation capacity, organizational readiness, and change saturation.
• Experience advising senior leaders on organizational effectiveness, practitioner experience, change strategy, implementation risk, and execution planning.
• Demonstrated success influencing executive decisions regarding association prioritization, adoption strategy, and implementation sequencing within large, matrixed organizations based on business and workforce priorities.
• Experience leveraging association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement initiatives.

Responsibilities

• Define and evolve the association HR Enablement operating model, governance framework, and long-term strategic roadmap.
• Establish governance, standards, and accountability mechanisms that guide how HR initiatives are prioritized, deployed, and sustained.
• Drive alignment across HR functions to ensure initiatives are aligned to association and workforce priorities, coordinated, scalable, and capable of successful execution.
• Define association strategies that improve practitioner experience, reduce complexity, and increase execution effectiveness across HR.
• Lead association enablement and operating model transformation efforts that improve how HR solutions are designed, implemented, adopted, and sustained.
• Advise senior leaders on enablement strategy, implementation risk, organizational readiness, and change capacity considerations.
• Establish association processes that evaluate initiative prioritization, implementation capacity, and organizational readiness across the HR portfolio.
• Leverage association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement.

Skills

HR leadership

Change management

Governance

Portfolio management

Strategic planning

Stakeholder mgmt

Data-driven decisions

Executive alignment

People strategy

Education

Bachelor's degree

Job description

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

The HR Integration & Planning Principal provides strategic leadership across HR by translating enterprise and HR priorities into an integrated HR strategy, multi-year roadmap, operating plan, and coordinated execution across HR. The role leads HR strategic planning, portfolio prioritization, and governance while serving as a strategic integrator across Centers of Excellence, HR Business Partners, Operations, and other HR functions to drive complex, cross-COE priorities from strategy through execution.

The Principal owns the integration and enablement of enterprise-wide HR initiatives, establishing the frameworks, governance, implementation approaches, and decision support needed to align work across HR. The role identifies dependencies, risks, sequencing, and resource implications; drives alignment and accountability across stakeholders; and ensures HR strategies are translated into scalable, executable solutions that deliver measurable business outcomes and strengthen the effectiveness of the HR operating model.

We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX, Charlotte, NC, Tampa, FL or Phoenix, AZ. Relocation assistance is available.

What you'll do:

• Define and evolve the association HR Enablement operating model, governance framework, and long-term strategic roadmap.
• Establish governance, standards, and accountability mechanisms that guide how HR initiatives are prioritized, deployed, and sustained.
• Drive alignment across HR functions to ensure initiatives are aligned to association and workforce priorities, coordinated, scalable, and capable of successful execution.
• Define association strategies that improve practitioner experience, reduce complexity, and increase execution effectiveness across HR.
• Lead association enablement and operating model transformation efforts that improve how HR solutions are designed, implemented, adopted, and sustained.
• Advise senior leaders on enablement strategy, implementation risk, organizational readiness, and change capacity considerations.
• Establish association processes that evaluate initiative prioritization, implementation capacity, and organizational readiness across the HR portfolio.
• Leverage association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement.
• 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; OR 4 years of relevant education and/or experience.
• 12 years of progressive Human Resources experience, including significant experience in HR Business Partner, HR transformation, organizational effectiveness, HR enablement, or HR leadership roles. Demonstrated experience shaping association people strategies, operating models, and organizational capabilities within complex, matrixed organizations.
• Demonstrated success designing and leading association-wide HR transformation, enablement, governance, or operating model initiatives that improved execution effectiveness and adoption outcomes.
• Experience shaping association approaches for HR program deployment, governance, prioritization, and practitioner enablement across multiple Centers of Excellence.
• Proven ability to design scalable operating models, governance frameworks, implementation methodologies, and execution processes that support association objectives.
• Experience establishing governance and portfolio management processes that balance strategic priorities, implementation capacity, organizational readiness, and change saturation.
• Experience advising senior leaders on organizational effectiveness, practitioner experience, change strategy, implementation risk, and execution planning.
• Demonstrated success influencing executive decisions regarding association prioritization, adoption strategy, and implementation sequencing within large, matrixed organizations based on business and workforce priorities.
• Experience leveraging association metrics, practitioner insights, and operational performance data to inform strategic decisions and continuous improvement initiatives.

What Sets You Apart:

Exceptional strat