Senior Analyst, Strategic Workforce Planning

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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 work

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