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AVP, Learning & Development Executive Leader (San Antonio, Plano, or Charlotte)

July 10, 2026

About the position

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. The Opportunity 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, Plano, or Charlotte. Relocation assistance is available for this position Overview: The Assistant Vice President (AVP) of Learning & Development will develop and lead complex talent strategies with broad scope and scale, impacting outcomes related to skills, learning, and career mobility. This role will drive influence with senior executive stakeholders across the Association in the delivery of talent solutions that have measurable impact and alignment to business objectives. The AVP will oversee the evolution of learning programs into comprehensive development experiences, and actively manage vendor relationships, influencing their technology and content roadmaps. This position will consult with senior executives to develop scalable, short- and long-term strategies for the entire association, and partner with decentralized business learning leaders to promote consistent and effective solutions. The AVP will develop and implement talent programs aligned with the organization's mission and strategy, driving innovative best practices and policies that scale to leaders at all levels. Leveraging industry best practices in talent trends and technologies, the AVP will lead transformative improvements to operating models and systems and develop and implement methods for assessing the effectiveness and impact of talent initiatives, adjusting strategies as needed. This role will also build and oversee a team of learning leaders and manage a broader team size of approximately 20-25 team members. A key aspect of this role will be to evolve our centralized/decentralized model and continue to ensure we are gaining efficiency and effectiveness by leveraging AI and automation tools. The ideal candidate will possess a strong understanding of leading through ambiguity and driving transformation within complex organizational structures.

Responsibilities

Develop and lead complex talent strategies with broad scope and scale, impacting outcomes related to skills, learning, and career mobility.
Drive influence with senior executive stakeholders across the Association in the delivery of talent solutions that have measurable impact and alignment to business objectives.
Oversee the evolution of learning programs into comprehensive development experiences, and actively manage vendor relationships, influencing their technology and content roadmaps.
Consult with senior executives to develop scalable, short- and long-term strategies for the entire association, and partner with decentralized business learning leaders to promote consistent and effective solutions.
Develop and implement talent programs aligned with the organization's mission and strategy, driving innovative best practices and policies that scale to leaders at all levels.
Leverage industry best practices in talent trends and technologies, the AVP will lead transformative improvements to operating models and systems and develop and implement methods for assessing the effectiveness and impact of talent initiatives, adjusting strategies as needed.
Build and oversee a team of learning leaders and manage a broader team size of approximately 20-25 team members.
Evolve our centralized/decentralized model and continue to ensure we are gaining efficiency and effectiveness by leveraging AI and automation tools.

Requirements

Bachelor's degree or an equivalent of 4 years of additional related experience to the 10+ years required.
10+ years of progressive experience in Human Resources, including developing strategies, managing major initiatives, and delivering results within a complex, matrixed environment.
10+ years of extensive experience developing learning & development, talent, and skills strategies.
6+ years of people leadership experience in building, managing, and/or developing high-performing teams.
Demonstrated ability to effectively influence, partner with, and manage senior executive stakeholders, including C-suite level.
Experience meeting with business partners and stakeholders to explain and effectively represent established training programs and strategies.
Core expertise in learning, encompassing not only adult learning and instructional design but also learner experience.
Savvy understanding of learning technologies to drive efficiency and support leaner teams, with comfort working in an Agile methodology.
Strong ability to manage learning vendors.
Proven ability to adapt strategies and operations in a dynamic and evolving business environment.
Experience with modern learning methodologies (e.g., Agile, design thinking) and talent technology platforms.

Nice-to-haves

Experience integrating with talent marketplaces.
Experience in the banking or financial services industry.
Experience in a regulated environment.
Broadening experiences outside of learning, demonstrating the ability to see the bigger picture and connect broader talent and culture initiatives.

Benefits

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
various wellness programs
career path planning and continuing education

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...