AVP – Leadership Effectiveness

AVP – Leadership Effectiveness

Requirements

• Bachelor’s degree OR 4 years of related experience (in addition to the minimum years of experience required) may be substituted in lieu of degree
• 10 years of progressive experience in talent management, organizational development/organizational effectiveness (OD/OE), learning, or other related Human Resources (HR) function leading large-scale talent initiatives, and delivering results within a complex, matrixed environment
• 6 years of people leadership experience building, managing, and/or developing high-performing teams
• Ability to influence and communicate effectively with C-Suite leaders
• Demonstrated experience influencing various stakeholder groups
• Demonstrated experience implementing and innovating technology solutions

Responsibilities

• Builds and leads a high performing team through ongoing recruitment, development, performance enablement, and other activities specific to leadership
• Ensures your team continuously upskills and fully leverages technology for efficiency and effectiveness
• Exports exceptional talent to HR and the business
• Influences and partners with senior business leaders and Human Resources (HR) stakeholders to ensure programs are fit-for-purpose and achieve appropriate business outcomes
• Creates a culture of belonging, learning, and high performance
• Architects a comprehensive leadership development strategy for all leaders and for critical talent segments
• Crafts a leadership framework to drive consistent expectations and language for leadership at USAA
• Selects and manages strategic partnerships with providers, universities, and other key stakeholders to sustain relevancy and effectiveness of solutions
• Develops initiatives that target the intersection of people strategy and business strategy, in partnership with senior executive leadership
• Crafts thoughtful blended and stacked solutions across leadership training, critical experiences, leadership community building, assessments, coaching, and mentoring
• Leads the effective management of critical talent segments (e.g. successors, high-potential talent, critical roles, military affiliated talent, etc.)
• Delivers momentum and effectiveness of succession management to ensure the future of leadership for USAA
• Leverages external insights to shape and enhance enterprise talent offerings
• Identifies opportunities to innovate across the talent ecosystem
• Provides strategic oversight and/or input into technology decisions that will enable and enhance talent systems
• Identifies measures to track effectiveness of leadership solutions and adjusts approaches as needed
• Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures
• Accurately forecasts, ensures cost-effectiveness and optimal return on investment for affiliate services and third-party vendors
• Develops, analyzes, and interprets data-driven metrics to assess the performance and effectiveness of the function

Preferred Qualifications

• Proven ability to drive large scale organizational transformation through effective change management
• Extensive succession planning experience at Fortune 500 companies; familiarity with succession planning technology
• Extensive experience building leadership development strategies at scale to include assessing current leadership capabilities, designing development programs, and implementing evaluation and continuous improvement loops
• Substantive experience and requisite certifications leveraging psychometric assessments for leadership assessment and development
• Demonstrated ability and passion for building, developing, and enhancing teams of HR professionals
• US military appreciation or experience through military service, support, or a military spouse/domestic partner