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The HR Business Partner Lead leads the people management agenda in a business unit/area and acts as a strategic advisor to senior leadership. Applies broad experience across Human Resources disciplines, including workforce strategy, organizational effectiveness, talent management, succession planning, change leadership, and executive coaching. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial.

The HR Business Partner Lead is a strategic advisor and trusted partner to senior leaders within MarketPoint and Consumer Products & Strategy. This role helps shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture.

The HR Business Partner Lead partners closely with business and HR leaders to align workforce, talent, leadership, and organizational strategies with business objectives. This role operates with a high degree of autonomy and influence, providing data-driven insights, organizational consulting, and change leadership to support business success in a complex and highly matrixed environment.

This position serves as a connector across HR functions, bringing together talent, compensation, learning, workforce planning, and other people solutions to drive coordinated outcomes that improve business performance and organizational capability.

Responsibilities:

• Translate business priorities into workforce plans, organizational capabilities, leadership strategies, and talent initiatives.
• Serve as a trusted advisor to senior leaders, providing guidance on organizational effectiveness, talent management, succession planning, and workforce-related decisions.
• Lead organizational design efforts, including role clarity, decision rights, operating models, and team effectiveness initiatives.
• Drive leadership and succession strategies that strengthen organizational capability and support future business needs.
• Lead change management efforts by developing stakeholder engagement, communication, readiness, adoption, and sustainment strategies.
• Leverage workforce, talent, and business data to identify trends, assess organizational health, inform decisions, and measure outcomes.
• Partner with HR Centers of Excellence and other key stakeholders to develop and deliver integrated people solutions that support business objectives.
• Influence and support organizational decisions by identifying risks, evaluating options, and providing evidence-based recommendations.
• Facilitate collaboration across business areas and HR teams to improve effectiveness, alignment, and execution.
• Drive adoption of HR programs, processes, and best practices that support a consistent and positive associate experience.
• Advise leaders through organizational changes, leadership transitions, and evolving business priorities.
• Contribute to the advancement of HR capabilities through knowledge sharing, best practices, and scalable solutions that can be leveraged across the organization.
• Present workforce insights, organizational trends, and strategic recommendations to senior leadership.
• Lead confidential and special projects that improve organizational effectiveness and support business transformation.

Knowledge, Skills, Abilities, and Expectations:

• Demonstrated success advising senior leaders within complex, highly matrixed organizations.
• Deep understanding of workforce planning, talent management, succession planning, organizational effectiveness, and change leadership principles.
• Ability to leverage workforce and business data to identify trends, challenge assumptions, and support strategic decision-making.
• Strong business acumen with the ability to connect workforce, operational, customer, and business considerations.
• Demonstrated ability to influence outcomes and build consensus without direct authority.
• Exercises sound judgment and discretion when handling sensitive and complex situations.
• Builds strong partnerships across HR and business teams to deliver effective solutions.
• Demonstrates resilience, adaptability, and the ability to navigate ambiguity while maintaining focus on priorities.
• Proven ability to proactively identify issues, develop solutions, and drive execution in a fast-paced environment.

Use your skills to make an impact

Required Qualifications

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
• Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
• Ability to lead and/or facilitate effective change initiatives and activate change through influence rather than direct oversight.
• Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
• Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
• Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
• Proven track record contributing to improvements in talent retention and organizational effectiveness.
• Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
• Ability to travel approximately 25% based on business needs.

Preferred Qualifications

• PHR or SPHR certification.
• Master’s degree in Human Resources, Business, or a related field.
• Experience in the healthcare industry and/or with a multi-site, multi-state employer.
• Experience working in a highly matrixed organization.

Additional Information

Location: Remote position with travel for business needs. Preference may be given to candidates who reside near key business hubs, including Washington, D.C., Louisville, KY or Nashville, TN to support in-person partnership and business engagement when needed.

Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.

Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.

Scheduled Weekly Hours

40

Pay Range

The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.

$115,200 - $158,400 per year

This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.

Description of Benefits

Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.

Application Deadline: 09-25-2026

About us

About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.

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Equal Opportunity Employer

It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.