HR Business Partner, Retirement & Income Solutions

Principal Financial Group • Des Moines, IA

5d • Hybrid

About The Position

The HR Business Partner joins the Retirement & Income Solutions HR team and serves as a trusted advisor to business leaders. The role translates business priorities into talent, leadership and organization decisions by understanding business objectives, diagnosing talent and organizational issues, coaching leaders, and respectfully challenging thinking when needed. It requires independent judgment in ambiguous, complex and sensitive situations, along with good judgment about when to engage others.

The position develops integrated human capital strategies aligned with business and market priorities, using internal and external insights to anticipate workforce needs and organizational risks. It translates strategy into actionable plans covering succession, critical roles, retention, inclusion, culture and capability building, and leads cross-functional planning and execution across the talent lifecycle.

The HR Business Partner advises leaders on business priorities, decisions and emerging challenges; coaches leaders on people and business decisions; and supports leadership development grounded in business needs and observable outcomes. The role also partners on organization design, workforce planning, roles and skills, capacity, and operating-model questions, including the people implications of modernization, AI and global delivery.

The role analyzes workforce and talent information to identify themes, risks and opportunities and translates the findings into recommendations. It connects business leaders with HR Centers of Excellence and other partners to develop practical, integrated solutions, and supports strategic planning and analysis, business-specific programs and processes, and special projects as needs evolve.

The position is based at Principal’s corporate headquarters in Des Moines, Iowa, with a hybrid work arrangement requiring at least three in-office days during a typical work week. Travel may be up to 20%.

Requirements

• Bachelor’s degree or equivalent work experience.
• At least 8 years of experience in HR, including experience in strategy/planning, compensation, development, organizational effectiveness, talent management and leadership.
• Strong business acumen and ability to understand business strategy, operating environments and talent implications.
• Demonstrated experience advising and influencing senior leaders.
• Strong experience with talent and succession planning, organizational design and workforce planning.
• Ability to operate independently in a matrixed environment where priorities and client needs can shift.
• Strong diagnostic and analytical skills.
• Strong communication, facilitation and presentation skills.
• Experience working across HR specialties and bringing partners together around complex business needs.

Nice To Haves

• Experience working within a global operating model.

Responsibilities

• Develop integrated human capital strategies aligned with business and market priorities, anticipating workforce needs and organizational risks.
• Translate human capital strategy into actionable roadmaps for succession, critical roles, retention, inclusion, culture and capability building.
• Lead cross-functional planning and execution across the talent lifecycle to strengthen organizational effectiveness.
• Advise business leaders on talent, leadership and organizational implications of business priorities, major decisions and emerging challenges.
• Coach leaders in real time and help identify development priorities and connect leaders with appropriate resources.
• Partner with leaders on organization design, workforce planning, role and skill needs, capacity and operating-model questions.
• Help leaders assess organizational needs and anticipate workforce implications of modernization, AI, global delivery and other business changes.
• Analyze workforce and talent information, identify themes, risks and opportunities, and translate insights into recommendations.
• Partner with HR Centers of Excellence and other partners to frame business needs and coordinate connected, practical solutions.
• Support strategic planning and analysis, business-specific programs and processes, and special projects as business needs evolve.

Benefits

• Flexible Time Off for salaried employees, with paid time away for vacation, personal needs or short-term illness and no set number of days.
• Opportunity for non-sales employees to participate in a bonus program.
• Pension eligibility.
• Comprehensive, competitive benefit offerings intended to support physical, financial and social well-being.

What This Job Offers

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