HR Integration & Planning Principal

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.

This role is remote eligible in the continental U.S. with occasional business travel. However, individuals residing within a 60-mile radius of a USAA office will be expected to work on-site four days per week. Relocation assistance is not available for this position.

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 strategic thinking, organizational diagnostics, and structured problem-solving capabilities, with the ability to translate strategy into practical execution.
• Ability to connect enterprise priorities, workforce trends, leadership direction, and organizational realities into an integrated HR strategy, roadmap, and operating plan.
• Demonstrated success integrating complex, cross-COE initiatives, identifying interdependencies, resolving competing priorities, and driving alignment from strategy through execution.
• Deep experience with portfolio management and governance disciplines that improve visibility, prioritization, sequencing, accountability, and execution across HR.
• Ability to translate complex HR strategies into scalable, executable approaches, balancing practitioner experience, organizational readiness, change capacity, and business outcomes.
• Proven ability to influence executive leaders and build alignment and accountability across diverse stakeholder groups and competing priorities.
• Ability to synthesize complex information, risks, dependencies, and opportunities into compelling strategic narratives and actionable recommendations.
• Balances long-term vision with practical execution realities to drive measurable business outcomes and strengthen the effectiveness of the HR operating model.
• Passion for helping HR operate as a strategic, integrated, and high-performing function that delivers as One HR.

Compensation range: The salary range for this position is: $164,780 - $314,960

Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location.

Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors.

The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job.

Benefits: At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals.

For more details on our outstanding benefits, visit our benefits page on USAAjobs.com.

Applications for this position are accepted on an ongoing basis, this posting will remain open until the position is filled. Thus, interested candidates are encouraged to apply the same day they view this posting.

USAA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.