Principal Human Resources Business Partner

Transamerica; Philadelphia (Philadelphia County); Hybrid; USD 138,000 - 175,000; Full time

Benefits offered by this job

Competitive pay

Annual bonus eligible

401(k) match

Tuition reimbursement

Health insurance

Job summary

Transamerica is seeking a Principal Human Resources Business Partner to act as a trusted advisor to senior leaders. You will translate business priorities into integrated talent strategies, guide organizational design, and lead change initiatives that strengthen leadership and performance.

You will coach leaders, support succession planning, analyze workforce trends, and partner with Centers of Excellence to deliver comprehensive HR solutions for enterprise goals.

Qualifications

• Bachelor's degree required in HR, business, or related field.
• 10+ years of progressive HR experience with senior leaders.
• Proven ability to coach, influence, and develop leaders at multiple levels.
• Experience leading organizational change, talent management, and workforce planning.

Responsibilities

• Advise senior leaders on workforce and organizational priorities with strategic counsel.
• Lead large-scale change initiatives and organizational design projects.
• Coach leaders and drive succession planning and leadership development.
• Analyze workforce data to inform strategic decisions and plans.
• Collaborate cross-functionally to deliver integrated HR solutions across the enterprise.

Skills

Strategic mindset

Executive presence

Coaching leaders

Stakeholder engagement

Analytical thinking

Education

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field

Master's degree preferred

Job description

Job FamilyHR - GeneralAbout UsAt Transamerica, hard work, innovative thinking, and personal accountability are qualities we honor and reward. We understand the potential of leveraging the talents of a diverse workforce. We embrace an environment where employees enjoy a balance between their careers, families, communities, and personal interests.Ultimately, we appreciate the uniqueness of a company where talented professionals work collaboratively in a positive environment — one focused on helping people look forward and plan for the best life possible while providing tools and solutions that make it easier to get there.Who We AreWe believe everyone deserves to live their best life. More than a century ago, we were among the first financial services companies in America to serve everyday people from all walks of life.Today, we’re part of an international holding company, with millions of customers and thousands of employees worldwide. Our insurance, retirement, and investment solutions help people make the most of what’s important to them.We’re empowered by a vast agent network covering North America, with diversity to match. Together with our nonprofit research institute and foundation, we tune in, step up, and are a force for good — for our customers and the communities where we live, work, and play. United in our purpose, we help people create the financial freedom to live life on their terms.What We DoTransamerica is organized into three distinct businesses. These include 1) World Financial Group, including Transamerica Financial Advisors, 2) Protection Solutions and Savings & Investments, comprised of life insurance, annuities, employee benefits, retirement plans, and Transamerica Investment Solutions, and 3) Financial Assets, which includes legacy blocks of long term care, universal life, and variable and fixed annuities. These are supported by Transamerica Corporate, which includes Finance, People and Places, General Counsel, Risk, Internal Audit, Strategy and Development, and Corporate Affairs, which covers Communications, Brand, and Government and Policy Affairs.Transamerica employs nearly 7,000 people. It’s part of Aegon, an integrated, diversified, international financial services group serving approximately 23.9 million customers worldwide.* For more information, visit transamerica.com.Job Description SummaryThe 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.Job DescriptionResponsibilitiesStrategic Business PartnershipAdvise 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.Organizational Effectiveness & Change LeadershipLead 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.Talent Management & Leadership DevelopmentCoach 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.Workforce Analytics & Strategic PlanningAnalyze 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 as needed to improve outcomes.Enterprise CollaborationPartner effectively with Human Resources Centers of Excellence and operational teams to deliver integrated solutions and a consistent employee experience.Foster strong partnerships across functions to address business needs and advance enterprise priorities.Strengthen the broader HR function by leading cross-functional initiatives, mentoring colleagues, and sharing expertise to advance accountability, continuous improvement, and collective outcomes.Required QualificationsBachelor'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 in coaching, influencing, and developing 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.Core CompetenciesBusiness & Strategic AcumenStrong understanding of business strategy, financial drivers, and operational priorities.Ability to translate evolving business objectives and enterprise goals into practical workforce and organizational solutions.Consulting & InfluenceExecutive presence and credibility with leaders at all levels of the organization.Ability to challenge thinking constructively, guide decisions, and build stakeholder commitment while navigating ambiguity and competing priorities.Organizational EffectivenessExpertise 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.Leadership Coaching & DevelopmentExpertise in helping leaders at all levels, 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 that build leadership capability.Analytical & Decision-Making CapabilityStrong 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.Leadership Through Influence & Enterprise ImpactDemonstrated 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.Preferred QualificationsMaster's degree in human resources, Business Administration, Organizational Development, or a related field strongly preferred.Experience supporting senior leaders within a financial services, fintech, insurance, or technology-enabled organization strongly preferred.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.Working ConditionsThis is a hybrid position requiring at least three days a week in Philadelphia.CompensationThe salary for this position generally ranges between $137,500 - $175,000annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.Additionally, this position is typically eligible for an Annual Bonus of 17.5% based on the Company Bonus Plan/Individual Performance and is at the Company’s discretion.Disclaimer:Beware of fake job offers!We’ve been alerted to scammers impersonating Transamerica recruiters, particularly for remote positions. Please note:We will never request personal information such as ID or payment for equipment upfront.Official offers are sent via DocuSign following a verbal offer—not through text or email.#LI-HR1This job description is not a contract of employment nor for any specific job responsibilities. TheCompany may change, add to, remove, or revoke the terms of this job description at its discretion.Managers may assign other duties and responsibilities as needed. In the event an employee or applicantrequests or requires an accommodation in order to perform job functions, the applicable HR BusinessPartner should be contacted to evaluate the accommodation request.What We OfferFor eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees.Compensation BenefitsCompetitive PayBonus for Eligible EmployeesBenefits PackagePension Plan401k MatchEmployee Stock Purchase PlanTuition ReimbursementDisability InsuranceMedical InsuranceDental InsuranceVision InsuranceEmployee DiscountsCareer Training & Development OpportunitiesHealth and Work/Life Balance BenefitsPaid Time Off starting at 160 hours annually for employees in their first year of service.Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).Be Well Company holistic wellness program, which includes Wellness Coaching and Reward DollarsParental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.Adoption AssistanceEmployee Assistance ProgramBack-Up Care ProgramPTO for Volunteer HoursEmployee Matching Gifts ProgramEmployee Resource GroupsInclusion and Diversity ProgramsEmployee Recognition ProgramReferral Bonus ProgramsInclusion & DiversityWe believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women.To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all.Giving BackWe believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.Transamerica’s Parent CompanyAegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.* As of December 31, 2023