AVP, People Business Partner

Pacific Life • Newport Beach, CA

18d • $185,000 - $235,000 • Hybrid

About The Position

Providing for loved ones, planning rewarding retirements, saving enough for whatever lies ahead – our policyholders count on us to be there when it matters most. It’s a big ask, but it’s one that we have the power to deliver when we work together. We collaborate and innovate – pushing one another to transform not just Pacific Life, but the entire industry for the better. Why? Because it’s the right thing to do. Pacific Life is more than a job, it’s a career with purpose. It’s a career where you have the support, balance, and resources to make a positive impact on the future – including your own. We’re actively seeking a talented AVP People Business Partner to join our People Experience Team in Newport Beach, CA or Charlotte, NC. This role is hybrid, 4 days in the office. As the AVP People Business Partner, you’ll move Pacific Life, and your career, forward by serving as a strategic advisor to divisional leaders, translating business priorities into people strategies that strengthen talent, culture, and organizational effectiveness. You will fill a new role that sits on two leadership teams.

Requirements

• Bachelor’s degree required, advanced degree or equivalent experience preferred
• 10–12+ years of progressive HR / People Business Partner experience, with increasing scope and complexity.
• Demonstrated experience serving as a strategic advisor to senior leaders within a defined business or divisional scope.
• Proven track record supporting divisional‑level people strategy , including talent planning, succession readiness, leadership effectiveness, and organizational change.
• Demonstrated success operating in evolving operating models, including periods of transformation, role clarification, or enterprise redesign.
• Hands‑on experience navigating organizational change , transformation initiatives, or significant business shifts (e.g., growth, restructuring, operating‑model changes)

Nice To Haves

• Tools & AI fluency: Strong command of people analytics, with growing fluency in AI‑enabled insights (e.g., using data, trends, and emerging AI tools to inform workforce, talent, and leadership decisions).
• Differentiating capabilities: Executive‑level influence, strong business acumen, sound judgment, and the ability to translate data and AI‑driven insights into practical people strategies that improve performance and leadership effectiveness

Responsibilities

• Strategic HR Partnership (Divisional Scope) Provide strategic HR consultation to two divisional leadership teams, aligning HR solutions to divisional business priorities. Translate broader enterprise HR strategies into focused, divisional-level actions that strengthen performance and organizational capability.
• T alent Strategy & Leadership Development Support talent planning, succession readiness, and leader effectiveness for the division, ensuring leadership pipelines are healthy and diverse. Partner with Talent Management and Talent Acquisition to deliver development pathways aligned with future skill needs and readiness expectations.
• Organizational Effectiveness & Change Leadership (Divisional Focus) Apply organizational design principles and workforce insights to enhance divisional structures, role clarity, and operating cadence. Partner closely with integrated Organizational Development and Change Management resources to deliver cohesive, business‑led solutions that improve structure, capability, and execution. Lead divisional change activities, reinforcing culture, agility, and adaptability through practical tools, leadership coaching, and tailored interventions.
• Data-Driven Insights & HR Analytics Use workforce analytics and trends to guide divisional decision-making and influence leadership actions. Surface early signals and workforce opportunities, translating insights into practical recommendations that strengthen divisional performance.
• Culture, Leadership & Employee Experience Coach leaders through sensitive talent and employee relations matters, balancing risk, business needs, and cultural expectations. Reinforce enterprise culture priorities while tailoring strategies to divisional needs and team dynamics.
• Collaboration & Governance Partner with the VP HRBP for strategic alignment, guidance, and development. Uphold PX governance, standards, and operating norms while ensuring divisional solutions remain pragmatic, timely, and business‑relevant. Collaborate closely with HR Centers of Excellence to ensure consistency of practice and effective deployment of HR programs within the division.

Benefits

• Prioritization of your health and well-being including Medical, Dental, Vision, and a Wellbeing Reimbursement Account that can be used on yourself or your eligible dependents
• Generous paid time off options including Paid Time Off, Holiday Schedules, and Financial Planning Time Off
• Paid Parental Leave as well as an Adoption Assistance Program
• Competitive 401k savings plan with company match and an additional contribution regardless of participation.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive