The OpportunityThe
HR Enablement Director provides strategic leadership and execution support to advance HR initiatives through effective enablement, readiness, change management, and adoption practices. Partners across HR Centers of Expertise (COEs), HR Business Partners (HRBPs), Communications, and enterprise stakeholders to ensure HR programs, processes, and priorities are practical, scalable, and successfully adopted across the organization. Leads the development of implementation strategies, readiness plans, communication frameworks, and feedback mechanisms that connect HR strategy with field execution. Serves as a key bridge between program design and operational delivery, connecting COE strategy with HRBP execution to drive consistent adoption and business outcomes. Helps HR teams navigate change while driving consistency, continuous improvement, and successful organizational outcomes.
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, or Phoenix, AZ. Relocation assistance is available.
What you'll do:- Leads Executive Leadership Team member(s) and/or senior executives in the development of short and long-term strategic business goals and vision, encourage high-level strategic thinking, and support development of business-unit and functional strategies.
- Facilitates, influences, collaborates and establishes accountability across senior leadership for strategic direction, planning and action.
- Accountable for the development, execution, and maintenance to the policies, standards and procedures as it relates to the USAA strategy framework.
- Oversees critical risks associated with their business objectives and activities to ensure they adhere to and support Enterprise Risk Management Framework.
- Matures and facilitates the strategy management process in alignment with Function or Line of Business strategy to drive a robust capability in strategy formulation, strategy management, performance management processes and deliverables in coordination with 1st and 2nd line.
- Responsible for the identification and oversight of the required planning budget for the organization to include financial management and adherence and tracking against the approved budget.
- Conducts business strategy reviews to set the Function or Line of Business growth strategy and assesses progress of strategy achievement.
- Oversees a team of employees responsible for supporting the development and communication of business plans; drives accountability and provides guidance to team members through performance management and development.
- Builds and oversees a team of employees for assigned functional area through ongoing execution of recruiting, development, retention, coaching and support, performance management, and managerial activities.
- 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.
- 10+ years of progressive HR experience, including HR Business Partner, Center of Expertise (COE), HR Strategy, Organizational Effectiveness, Change Management, Talent, or related HR disciplines.
- Demonstrated experience leading the implementation, readiness, adoption, and sustainment of large-scale HR programs, initiatives, or organizational priorities across diverse stakeholder groups.
- Experience developing implementation playbooks, readiness plans, communication strategies, training resources, and enablement tools that support successful execution and adoption.
- Proven ability to influence senior leaders and drive alignment across HR functions through structured communication, stakeholder engagement, and change management practices.
- Experience identifying adoption risks, implementation barriers, stakeholder impacts, and mitigation strategies to improve business outcomes and employee experiences.
- Strong understanding of both strategic HR program design and practical execution within an HR Business Partner environment.
- Experience creating feedback mechanisms, analyzing stakeholder insights, and translating findings into actionable recommendations and continuous improvement opportunities.
- Proven ability to lead through influence and build strong cross-functional partnerships across a complex, matrixed organization.
- Experience partnering across HR Business Partners, COEs, Communications, and enabling functions to support successful implementation and enterprise adoption of HR initiatives.
What Sets You Apart:
- Brings a unique combination of strategic HR program perspective and deep understanding of HR Business Partner realities, enabling effective translation of strategy into execution.
- Demonstrated success serving as a bridge between COEs and HR Business Partners to ensure solutions are practical, scalable, and field-ready.
- Ability to translate complex HR initiatives into clear implementation approaches, actionable guidance, and consistent delivery practices.
- Strong expertise in change management, organizational readiness, stakeholder engagement, and adoption planning.
- Proven track record of identifying implementation risks, barriers, and support needs early while driving proactive solutions.
- Exceptional relationship-building skills with the ability to establish trust and influence outcomes without direct authority.
- Experience facilitating workshops, readiness reviews, office hours, and stakeholder forums that strengthen understanding and adoption.
- Skilled at recognizing patterns and themes from HRBP feedback and translating insights into improvements for future programs and processes.
- Demonstrated ability to connect people, priorities, and processes across organizational boundaries while thriving in ambiguity.
- Passion for enhancing the HR Partner experience and enabling One HR delivery through consistency, transparency, and continuous improvement.
- Recognized for building strong partnerships between COEs and HR Business Partners that accelerate readiness, adoption, and execution of enterprise HR priorities.
Compensation range: The salary range for this position is: $114,080 - 218,030
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.
