VP, People Business Partner

Pacific Life • Newport Beach, CA

17d • 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 VP, People Business Partner to join our People Experience team in Newport Beach CA. This role is hybrid, four days in office. As a VP, People Business Partner, you’ll move Pacific Life, and your career, forward by serving as a strategic advisor to senior leaders—translating business priorities into people strategies that strengthen leadership capability, organizational effectiveness, and talent readiness. You will fill a new role that supports our People Experience organization and Investments, providing clear ownership, thoughtful change leadership, and consistent people partnership during a period of growth and transformation. How you’ll help move us forward: Enterprise Strategic Partnership & Business Acumen Advise HR and Investments leaders on workforce strategies that enhance business performance, outcomes, and organizational agility. Integrate HR priorities—AI readiness, cultural resilience, workforce agility, and future‑critical skills—into business strategies. Utilize insights from workforce, performance, and organizational analytics to guide decision‑making. Partner with executives to anticipate external forces (AI, shifting employment expectations, regulatory changes) and design future‑ready organizational structures. Talent Strategy, Leadership Development & Manager Effectiveness Support workforce planning aligned with leadership development and pipeline strengthening priorities. Build and sustain a diverse, high‑impact pipeline for critical roles; integrate succession coverage and mobility metrics. Partner with Talent Acquisition and Talent Management to create development paths aligned with future‑critical skills (AI fluency, adaptability, digital capability). Support leaders and managers in navigating complexity, driving engagement, and building resilient teams. Organizational Effectiveness, Change Leadership & Future‑Ready Design Support transformation initiatives that reinforce agility, cross‑functional collaboration, and responsive operating models. Support strategic workforce planning and work redesign by breaking down roles into tasks, identifying opportunities for human‑AI collaboration, and enabling internal talent marketplaces. Drive culture readiness and change adoption through targeted interventions and diagnostics (e.g., culture readiness index, workforce agility metrics). AI Integration, Insights & Commercial Impact Leverage AI, analytics, and predictive modeling to identify workforce trends, surface weak signals early, and shape talent investments. Partner with HR Centers of Excellence to deploy AI‑enabled HR services Use data to provide regular, strategic insights connecting people analytics to drive business outcomes. Guide leaders through responsible AI adoption and capability development. Culture, Leadership & Employee Experience Embed a culture that views change as opportunity, reinforces belonging, and supports high performance. Counsel leaders on sensitive or complex employee relations issues, balancing compliance with strategic business impact. Promote an inclusive, collaborative, and transparent culture aligned with enterprise cultural reinforcements.

Requirements

• Bachelor's degree required, Master’s in HR, Business, or related field preferred.
• 12+ years of progressive HR leadership experience, including 5+ years supporting global, matrixed organizations.
• Demonstrated success partnering with executive leaders to drive organizational transformation and business outcomes.
• Expertise in strategic workforce planning, organizational design, leadership development, and change management.
• Strong understanding of investment management, human resources, and how external forces impact talent strategy.
• Experience leveraging AI, analytics, and workforce technology to drive insights and decision‑making.
• Exceptional strategic thinking, commercial acumen, and influencing skills.
• Ability to lead through ambiguity, drive enterprise alignment, and operate in a fast‑paced, evolving environment.

Nice To Haves

• Prioritizes a commercial-first mindset, ensuring innovative people solutions are designed and delivered to directly advance organizational goals and drive impactful business outcomes.
• Demonstrated experience leveraging robust workforce analytics & insights that support leaders to act with speed and precision.
• Proven ability to architect future‑ready organizations—task‑based work redesign, internal talent marketplaces, and agile workforce models.
• Strong capability in culture shaping, inclusion, belonging, and enterprise‑wide change leadership.
• Demonstrated use of data to drive clarity, accountability, and measurable business outcomes.
• Ability to translate complex, ambiguous signals into actionable, enterprise‑level talent strategies.

Responsibilities

• Advise HR and Investments leaders on workforce strategies that enhance business performance, outcomes, and organizational agility.
• Integrate HR priorities—AI readiness, cultural resilience, workforce agility, and future‑critical skills—into business strategies.
• Utilize insights from workforce, performance, and organizational analytics to guide decision‑making.
• Partner with executives to anticipate external forces (AI, shifting employment expectations, regulatory changes) and design future‑ready organizational structures.
• Support workforce planning aligned with leadership development and pipeline strengthening priorities.
• Build and sustain a diverse, high‑impact pipeline for critical roles; integrate succession coverage and mobility metrics.
• Partner with Talent Acquisition and Talent Management to create development paths aligned with future‑critical skills (AI fluency, adaptability, digital capability).
• Support leaders and managers in navigating complexity, driving engagement, and building resilient teams.
• Support transformation initiatives that reinforce agility, cross‑functional collaboration, and responsive operating models.
• Support strategic workforce planning and work redesign by breaking down roles into tasks, identifying opportunities for human‑AI collaboration, and enabling internal talent marketplaces.
• Drive culture readiness and change adoption through targeted interventions and diagnostics (e.g., culture readiness index, workforce agility metrics).
• Leverage AI, analytics, and predictive modeling to identify workforce trends, surface weak signals early, and shape talent investments.
• Partner with HR Centers of Excellence to deploy AI‑enabled HR services
• Use data to provide regular, strategic insights connecting people analytics to drive business outcomes.
• Guide leaders through responsible AI adoption and capability development.
• Embed a culture that views change as opportunity, reinforces belonging, and supports high performance.
• Counsel leaders on sensitive or complex employee relations issues, balancing compliance with strategic business impact.
• Promote an inclusive, collaborative, and transparent culture aligned with enterprise cultural reinforcements.

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: Mid Level