Senior Analyst, Strategic Workforce Planning

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 are seeking a   Senior Analyst,   Strategic   Workforce Planning   to join our Human Resources (HR) team, reporting to the   Workforce Planning   Director . This is an office- based   role based in Newport Beach, CA, requiring a minimum of four days per week on-site.    This individual-contributor role combines Strategic Workforce Planning (SWP) with   supporting   the   broader people analytics   age nda , reflecting   our continued move toward a more integrated People Intelligence model . You will develop the analyses, models, and insights that inform our most important workforce decisions, while also contributing   to broader   analytics   ac tivities   across the employee lifecycle. We are looking for someone   operating   at a senior-analyst level today who has the ambition, curiosity, and   potential   to take on increasing responsibility over time, with a genuine path toward broader leadership in workforce planning as the capability matures.   Please note this is a strategic, long-range workforce planning role focused on the future shape of the workforce across headcount, skills, and locations. It is not an operational workforce-management role and does not involve scheduling, rostering, real-time adherence, or contact- center   capacity planning. Candidates from adjacent workforce-management backgrounds are welcome where they bring relevant strategic, analytical, or planning experience.   How   you’ll   help move us forward:    Build,   maintain , and enhance   strategic   workforce planning models, forecasts, and scenario analyses that inform decisions on future   headcount , skills, and location.   Translate complex workforce analysis into clear, executive-ready insights, recommendations, and materials that support business decision-making.   Contribute to people analytics across the employee lifecycle – including attrition, internal mobility, demographics, workforce composition, and organizational health – partnering with the People Analytics team to deliver consistent, trusted insight.     Independently lead smaller   strategic   workforce planning engagements , including the facilitation of stakeholder interviews and workshops .    Conduct forward-looking analysis on internal workforce trends, external labor-market dynamics, and emerging technologies (including AI) to inform workforce supply and demand.   Maintain ongoing competitor and market intelligence – tracking organizational structures, locations, workforce size, and hiring trends over time – to give the business external context for its decisions.   Partner with HR Business Partners, Finance (FP&A), and People Analytics to align workforce insights with business and financial planning cycles.   Maintain strong data quality, documentation, metric definitions, and repeatable processes so that planning and analytics outputs are consistent, reliable, and aligned with People Analytics standards.   The experience you bring:    5+ years’ experience in a data-rich ,   analytical role – for example ,   people analytics,   strategic   workforce planning, finance, strategy, or   human capital   consultin g   /   workforce transformat ion   – with a clear   track record   of growth and increasing responsibility.   Com fo rtable in   facilitating   stakehold er inte rviews and   workshops   as a part of   stra tegic workfor ce planning   projects.   Strong analytical capability, with advanced Excel and hands-on experience building models, forecasts, and scenarios.   Proficiency   with data preparation , analysis, and   visualization tools such as SQL, Alteryx,   and   Power BI, with the ability to quickly learn new platforms   and   work   with complex HR/workforce data.   Confidence working with messy or incomplete data – cleaning,   validating , and turning it into clear, reliable insight.   Excellent written and verbal communication, with the ability to explain technical analysis to non-technical stakeholders.   Strong organizational and   project-management   skills, comfortable managing multiple   priorities   and   a varying   workload to deadline.   The ambition to grow into broader workforce planning and   people   analytics responsibility over time.   What makes you stand out:    Direct experience in strategic workforce planning, and with planning platforms such as Workday Adaptive Planning,   Orgvue ,   Visier , or Oracle Strategic Workforce Planning.   Experience working with Workday or other HRIS data, including position, supervisory organization, job, location, headcount, and worker data.   Experience supporting analytics in a large, complex, or global organization.   Exposure   to labor-market analysis, future-of-work trends, skills-based planning, or strategic talent initiatives.   Experience producing analyses or forecasts that have informed real workforce, talent, or financial decisions.   Familiarity with matrixed organizations and partnering across HR, Finance, and the business.   Professional certification or advanced education in a relevant field (e.g., analytics, data science, HR,   strategic   workforce planning, organizational development, economics, or statistics).   Knowledge of   Life   Insurance or broader Financial Services industry.   You can be who you are. People come fi