Principal Human Resources Business Partner

Job Family

HR - General

Job Description Summary

The 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 Description

Responsibilities

Strategic Business Partnership

• Advise 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 Leadership

• Lead 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 Development

• Coach 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 Planning

• Analyze 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 Collaboration

• Partner 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 Qualifications

• Bachelor'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 Competencies

Business & Strategic Acumen

• Strong 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 & Influence

• Executive 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 Effectiveness

• Expertise 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 & Development

• Expertise 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 Capability

• Strong 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 Impact

• Demonstrated 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 Qualifications

• Master'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 Conditions 

• This is a hybrid position requiring at least three days a week in Philadelphia.

Compensation

The salary for this position generally ranges between $137,500 - $175,000

annually. 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-HR1

This job description is not a contract of employment nor for any specific job responsibilities. The

Company 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 applicant

requests or requires an accommodation in order to perform job functions, the applicable HR Business

Partner should be contacted to evaluate the accommodation request.

What We Offer  

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. 

Compensation Benefits 

• Competitive Pay 

• Bonus for Eligible Employees 

Benefits Package 

• Pension Plan 

• 401k Match

• Employee Stock Purchase Plan

• Tuition Reimbursement

• Disability Insurance

• Medical Insurance

• Dental Insurance

• Vision Insurance

• Employee Discounts

• Career Training & Development Opportunities

Health and Work/Life Balance Benefits 

• Paid 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 Dollars 

• Parental 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 Assistance

• Employee Assistance Program

• Back-Up Care Program

• PTO for Volunteer Hours

• Employee Matching Gifts Program

• Employee Resource Groups

• Inclusion and Diversity Programs

• Employee Recognition Program

• Referral Bonus Programs

Inclusion & Diversity  

We 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 Back  

We 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 Company  

Aegon 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