Principal Human Resources Business Partner

Location: Philadelphia, Pennsylvania

Job Family

HR - General

About Us

At 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 Are

We 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 Do

Transamerica 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 servingapproximately 23.9 million customersworldwide.* For more information, visit transamerica.com.

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.

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.