Strategic Workforce Planning Manager

Pacific Life•Newport Beach, CA

32d

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 Strategic Workforce Planning Manager to join our People Experience (PX) team in Newport Beach, CA reporting to the Director, Workforce Planning. This is a new position for Pacific Life, focused on establishing and embedding the discipline of Strategic Workforce Planning, including the frameworks, processes, and governance needed to forecast, plan, and optimize our future workforce. The role will also, from time to time, provide HR analytics services to the broader HR team, leveraging workforce data to identify trends, generate insights, and inform strategic decision-making. This dual remit reflects Pacific Life's future People Intelligence model, where SWP and People Analytics are integrated to deliver enterprise insights.

Requirements

Experience working in management consultancy, internal consulting or other fast-paced environments.
Experience in workforce planning, people analytics, or a related field, preferably in a complex or global organization.
Strong facilitation skills with the ability to manage stakeholders at various levels, building trust and credibility through clear communication and reliable delivery.
Analytical skills with advanced Excel proficiency and direct experience building workforce models and forecasts.
Experience with workforce planning platforms (e.g., Workday Adaptive Planning, Orgvue, Visier) and core HR systems (e.g., Workday), along with analytics and visualization tools (e.g., Power BI, Alteryx, SQL) to interpret data and translate outputs into actionable insights for decision-making.
Strong ability to translate technical concepts to non-technical stakeholders.
Experience turning complex data into forward-looking workforce models, forecasts, and actionable planning recommendations.
Strong organizational and project management skills, with the ability to manage multiple priorities and deliver to deadlines.
A proactive approach to problem-solving, with the ability to work independently on smaller-scale projects while collaborating effectively on larger initiatives.

Nice To Haves

Experience working for a Tier 1, Tier 2 or Big 4 consultancy firm.
Experience building and maintaining workforce planning models and scenario plans in tools such as Workday Adaptive Planning, Orgvue, Visier and Oracle Strategic Workforce Planning.
Familiarity with global HR processes and operating in matrixed environments.
Exposure to future of work trends, labor market analysis, or strategic talent planning.
Experience in producing forecasts and workforce scenarios that directly influence business decisions.
Professional certification in a relevant discipline (e.g., HR, workforce planning, organizational development, analytics).
Working knowledge of the Life Insurance and Financial Services sectors.

Responsibilities

Support the delivery of strategic workforce planning and people analytics projects across North America, Europe, and APAC, working closely with the Director of Workforce Planning to ensure plans align with enterprise business priorities and long-term talent strategies, and collaborating with the Director of People Analytics on analytics initiatives.
Partner with HR Business Partners, business leaders, and People Analytics to gather and interpret workforce data, translating insights into future-state headcount, skills, and location plans.
Lead smaller-scale workforce planning projects or workstreams independently, including developing timelines, coordinating stakeholders, and delivering agreed outputs.
Conduct forward-looking analysis on internal workforce trends, external labor market shifts, and emerging technologies to inform workforce supply/demand forecasts and scenario models.
Collaborate with Finance (FP&A) to align strategic workforce planning with operational planning cycles.
Develop and maintain workforce planning models, tools, and templates to enable business leaders to model workforce scenarios and assess strategic options.
Partner with People Analytics to deliver insights across the employee lifecycle-including talent acquisition, onboarding, internal mobility, demographics, attrition, workforce composition and hybrid effectiveness, learning and development, organization design, succession planning, and talent pipeline analytics-while also measuring HR operations, program effectiveness, and organizational health.
Act as a connector between Workforce Planning and People Analytics, ensuring forecasts, insights, and workforce data inform both future planning and day-to-day HR decision-making.

Benefits

Prioritization of your health and well-being including Medical, Dental, Vision, and 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

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