Principal Human Resources Business Partner

Transamerica • Philadelphia, PA

1d • Hybrid

About The Position

The Principal Human Resources Business Partner is a senior individual contributor who serves as a trusted strategic advisor, organizational strategist, leadership coach, and thought partner to senior leaders and business units. The role translates business priorities into integrated talent, workforce, and organizational strategies that strengthen leadership capability, organizational effectiveness, and sustainable business performance. Success requires deep business acumen, HR expertise, sound judgment, and executive presence to provide candid counsel and influence outcomes without formal authority. The Principal HRBP balances decisive action with collaboration, leveraging trusted relationships to deliver enterprise impact and contribute to a high-performing HR team.

This is a hybrid position requiring at least three days a week in Philadelphia. The salary generally ranges from $137,500 to $175,000 annually. The position is typically eligible for an annual bonus of 17.5%, based on the Company Bonus Plan and individual performance, at the Company's discretion.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 10+ years of progressive human resources experience, including significant experience partnering with senior leaders on strategic workforce and organizational initiatives.
• Demonstrated success translating business objectives into practical human capital strategies and implementing solutions in a complex business environment.
• Proven ability to coach, influence, and develop leaders across multiple organizational levels, including senior executives.
• Experience leading organizational change, talent management, succession planning, organizational design, and workforce planning initiatives.
• Strong consulting, facilitation, and stakeholder engagement capabilities, with the ability to navigate complex and competing priorities.
• Strong understanding of business strategy, financial drivers, and operational priorities; ability to translate evolving business objectives and enterprise goals into practical workforce and organizational solutions.
• Executive presence and credibility with leaders at all levels; ability to challenge thinking constructively, guide decisions, and build stakeholder commitment while navigating ambiguity and competing priorities.
• Expertise in organizational design, workforce planning, change leadership, and organizational development; ability to diagnose organizational challenges and implement sustainable solutions that improve business performance.
• Strong understanding of organizational dynamics and leadership effectiveness.
• Expertise in helping leaders, including executives, increase self-awareness, strengthen team effectiveness, navigate complexity, and lead through change; ability to establish trust and deliver candid, actionable feedback and coaching.
• Strong critical thinking and problem-solving skills, including the ability to interpret complex workforce data and develop strategic recommendations.
• Ability to make timely, well-informed decisions in ambiguous and rapidly changing environments.
• Demonstrated ability to influence outcomes without formal authority, leveraging expertise, credibility, and trusted relationships.
• Proven success driving strategic initiatives and delivering measurable enterprise impact across functions and business units.

Nice To Haves

• Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Experience supporting senior leaders within a financial services, fintech, insurance, or technology-enabled organization.
• Demonstrated experience leading enterprise-wide workforce, talent, or organizational transformation initiatives.
• Senior Professional in Human Resources (SPHR), SHRM-SCP, or equivalent professional Human Resources certification.

Responsibilities

• Advise senior leaders on workforce, talent, and organizational priorities, integrating human capital considerations into business strategies and operational plans.
• Provide strategic counsel on complex workforce issues and human capital risks, recommending practical solutions that support business and enterprise objectives.
• Anticipate emerging workforce trends and evolving business needs, recommending strategies to address organizational risks and opportunities.
• Lead the human capital aspects of business transformation and large-scale organizational change, including organizational design and restructuring.
• Guide leaders through organizational and cultural change, aligning communications, stakeholder engagement, implementation, and adoption strategies to sustain results.
• Assess organizational effectiveness and recommend solutions that improve performance, scalability, and the employee experience.
• Coach leaders at all organizational levels, including senior executives, providing candid feedback and developmental guidance to strengthen leadership effectiveness and business performance.
• Facilitate talent reviews, succession planning, leadership assessments, and development planning to build high-potential talent pipelines, critical workforce capabilities, and organizational readiness.
• Serve as a trusted advisor during critical leadership moments, including organizational change, performance challenges, team effectiveness concerns, and talent-related decisions.
• Analyze workforce data, business insights, and organizational trends to identify risks and opportunities and inform business and talent decisions.
• Partner with leaders to develop strategic workforce plans that address capability needs, talent risks, succession priorities, and long-term business objectives.
• Evaluate the effectiveness of talent and workforce strategies and recommend adjustments to improve outcomes.
• Partner with Human Resources Centers of Excellence and operational teams to deliver integrated solutions and a consistent employee experience.
• Foster partnerships across functions to address business needs and advance enterprise priorities.
• Lead cross-functional initiatives, mentor colleagues, and share expertise to advance accountability, continuous improvement, and collective outcomes.

Benefits

• Competitive pay
• Annual bonus for eligible employees
• Benefits package
• Pension plan
• 401(k) match
• Employee stock purchase plan
• Tuition reimbursement
• Disability insurance
• Medical insurance
• Dental insurance
• Vision insurance
• Employee discounts
• Career training and development opportunities
• Paid time off starting at 160 hours annually for employees in their first year of service
• Ten paid holidays per year
• Be Well Company holistic wellness program, including Wellness Coaching and Reward Dollars
• Paid parental leave of fifteen days per calendar year for eligible employees with at least one year of service
• Adoption assistance
• Employee Assistance Program
• Back-Up Care Program
• PTO for volunteer hours
• Employee Matching Gifts Program
• Employee Resource Groups
• Inclusion and Diversity Programs
• Employee Recognition Program
• Referral bonus programs

What This Job Offers

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