Senior Analyst, Strategic Workforce Planning

Pacific Life • Newport Beach, CA

1d • $113,490 - $138,710 • Onsite

About The Position

Pacific Life is seeking a Senior Analyst, Strategic Workforce Planning to join their Human Resources (HR) team. This is an office-based role in Newport Beach, CA, requiring a minimum of four days per week on-site. This individual-contributor role blends Strategic Workforce Planning (SWP) with support for the broader people analytics agenda, aligning with a move towards an integrated People Intelligence model. The role involves developing analyses, models, and insights to guide critical workforce decisions and contributing to analytics across the employee lifecycle. The position is designed for a senior-analyst level individual with the ambition and potential for increasing responsibility and future leadership in workforce planning as the capability evolves. This role focuses on strategic, long-range workforce planning concerning the future shape of the workforce in terms of headcount, skills, and locations, and is not an operational workforce-management role involving scheduling, rostering, real-time adherence, or contact-center capacity planning. Candidates from adjacent workforce-management backgrounds are welcome if they possess relevant strategic, analytical, or planning experience.

Requirements

• 5+ years’ experience in a data-rich, analytical role – for example, people analytics, strategic workforce planning, finance, strategy, or human capital consulting / workforce transformation – with a clear track record of growth and increasing responsibility.
• Comfortable in facilitating stakeholder interviews and workshops as a part of strategic workforce planning projects.
• Strong analytical capability, with advanced Excel and hands-on experience building models, forecasts, and scenarios.
• Proficiency with data preparation, analysis, and visualization tools such as SQL, Alteryx, and Power BI, with the ability to quickly learn new platforms and work with complex HR/workforce data.
• Confidence working with messy or incomplete data – cleaning, validating, and turning it into clear, reliable insight.
• Excellent written and verbal communication, with the ability to explain technical analysis to non-technical stakeholders.
• Strong organizational and project-management skills, comfortable managing multiple priorities and a varying workload to deadline.
• The ambition to grow into broader workforce planning and people analytics responsibility over time.

Nice To Haves

• Direct experience in strategic workforce planning, and with planning platforms such as Workday Adaptive Planning, Orgvue, Visier, or Oracle Strategic Workforce Planning.
• Experience working with Workday or other HRIS data, including position, supervisory organization, job, location, headcount, and worker data.
• Experience supporting analytics in a large, complex, or global organization.
• Exposure to labor-market analysis, future-of-work trends, skills-based planning, or strategic talent initiatives.
• Experience producing analyses or forecasts that have informed real workforce, talent, or financial decisions.
• Familiarity with matrixed organizations and partnering across HR, Finance, and the business.
• Professional certification or advanced education in a relevant field (e.g., analytics, data science, HR, strategic workforce planning, organizational development, economics, or statistics).
• Knowledge of Life Insurance or broader Financial Services industry.

Responsibilities

• Build, maintain, and enhance strategic workforce planning models, forecasts, and scenario analyses that inform decisions on future headcount, skills, and location.
• Translate complex workforce analysis into clear, executive-ready insights, recommendations, and materials that support business decision-making.
• Contribute to people analytics across the employee lifecycle – including attrition, internal mobility, demographics, workforce composition, and organizational health – partnering with the People Analytics team to deliver consistent, trusted insight.
• Independently lead smaller strategic workforce planning engagements, including the facilitation of stakeholder interviews and workshops.
• Conduct forward-looking analysis on internal workforce trends, external labor-market dynamics, and emerging technologies (including AI) to inform workforce supply and demand.
• Maintain ongoing competitor and market intelligence – tracking organizational structures, locations, workforce size, and hiring trends over time – to give the business external context for its decisions.
• Partner with HR Business Partners, Finance (FP&A), and People Analytics to align workforce insights with business and financial planning cycles.
• Maintain strong data quality, documentation, metric definitions, and repeatable processes so that planning and analytics outputs are consistent, reliable, and aligned with People Analytics standards.

Benefits

• Medical, Dental, Vision
• Wellbeing Reimbursement Account
• Generous paid time off options
• Paid Time Off
• Holiday Schedules
• Financial Planning Time Off
• Paid Parental Leave
• 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: Senior
• Education Level: No Education Listed