AVP, People Business Partner

Job Description:

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 AVP People Business Partner to join our People Experience Team in Newport Beach, CA or Charlotte, NC. This role is hybrid, 4 days in the office. As the AVP People Business Partner, you’ll move Pacific Life, and your career, forward by serving as a strategic advisor to divisional leaders, translating business priorities into people strategies that strengthen talent, culture, and organizational effectiveness. You will fill a new role that sits on two leadership teams.

What you will own and deliver:

Strategic HR Partnership (Divisional Scope)

• Provide strategic HR consultation to two divisional leadership teams, aligning HR solutions to divisional business priorities.

• Translate broader enterprise HR strategies into focused, divisional-level actions that strengthen performance and organizational capability.

T

alent Strategy & Leadership Development

• Support talent planning, succession readiness, and leader effectiveness for the division, ensuring leadership pipelines are healthy and diverse.

• Partner with Talent Management and Talent Acquisition to deliver development pathways aligned with future skill needs and readiness expectations.

Organizational Effectiveness & Change Leadership (Divisional Focus)

• Apply organizational design principles and workforce insights to enhance divisional structures, role clarity, and operating cadence.

• Partner closely with integrated Organizational Development and Change Management resources to deliver cohesive, business‑led solutions that improve structure, capability, and execution.

• Lead divisional change activities, reinforcing culture, agility, and adaptability through practical tools, leadership coaching, and tailored interventions.

Data-Driven Insights & HR Analytics

• Use workforce analytics and trends to guide divisional decision-making and influence leadership actions.

• Surface early signals and workforce opportunities, translating insights into practical recommendations that strengthen divisional performance.

Culture, Leadership & Employee Experience

• Coach leaders through sensitive talent and employee relations matters, balancing risk, business needs, and cultural expectations.

• Reinforce enterprise culture priorities while tailoring strategies to divisional needs and team dynamics.

Collaboration & Governance

• Partner with the VP HRBP for strategic alignment, guidance, and development.

• Uphold PX governance, standards, and operating norms while ensuring divisional solutions remain pragmatic, timely, and business‑relevant.

• Collaborate closely with HR Centers of Excellence to ensure consistency of practice and effective deployment of HR programs within the division.

The experience you bring:

• Bachelor’s degree required, advanced degree or equivalent experience preferred

• 10–12+ years of progressive HR / People Business Partner experience, with increasing scope and complexity.

• Demonstrated experience serving as a strategic advisor to senior leaders within a defined business or divisional scope.

• Proven track record supporting divisional‑level people strategy, including talent planning, succession readiness, leadership effectiveness, and organizational change.

• Demonstrated success operating in evolving operating models, including periods of transformation, role clarification, or enterprise redesign.

• Hands‑on experience navigating organizational change, transformation initiatives, or significant business shifts (e.g., growth, restructuring, operating‑model changes)

What makes you stand out:

• Tools & AI fluency: Strong command of people analytics, with growing fluency in AI‑enabled insights (e.g., using data, trends, and emerging AI tools to inform workforce