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The HR Business Partner Lead leads the people management agenda in a business unit/area, and acts as a facilitator for the company's management team. Applies broad experience in various Humana Resources (HR) areas of expertise. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial.

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The HR Business Partner Lead is a strategic advisor and trusted partner to business leaders, helping shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture. This role applies broad HR expertise across talent management, workforce planning, organizational design, change leadership, compensation practices, talent acquisition, and employee engagement.

In this role, the HR Business Partner Lead will play a key part in advancing organizational success and HR transformation by partnering with senior leaders to promote knowledge sharing, adoption of best practices, and consistent HR processes across the assigned business area.

This position advises on people strategies aligned to operational goals while building strong, trusted relationships with leaders. The HR Business Partner Lead also represents the business area’s people data needs and partners closely with People Analytics to deliver insights that support talent attraction, retention, workforce planning, and informed decision-making.

Responsibilities:

• Lead and/or support execution of People Plan initiatives that strengthen talent attraction, retention, engagement, and a high-performance culture.
• Lead and influence HR transformation efforts that support both short- and long-term business success.
• Facilitate knowledge sharing between business areas to promote adoption of best practices and increased efficiencies.
• Develop and implement frameworks that increase consistency, scalability, and effectiveness of HR practices.
• Drive performance improvement and enable positive change in people management practices.
• Establish KPIs and metrics to measure the impact of programs and actions; monitor performance, generate insights, and recommend course corrections to improve outcomes.
• Strengthen organizational practices and controls related to talent management, performance management, and succession planning.
• Leverage data analytics to support HR decision-making, providing insights into talent retention, employee engagement, turnover trends, root causes, and workforce planning needs.
• Use data-driven insights to guide leadership in strategic decision-making and resource allocation in support of business goals and budget priorities.
• Ensure effective use of HR technology and tools to collect, analyze, and report on key HR metrics.
• Partner with M&A teams and business leadership to support successful acquisition and integration activities.
• Lead change management efforts to support successful implementation of new processes and standards, coordinating with HRBP teams and appropriate subject matter experts.
• Collaborate with other HR colleagues and CoE specialty partners (e.g., People Analytics, Talent Acquisition, Compensation, Culture and Engagement, etc.) to drive cohesive HR programs and strengthen culture.
• Present and report on HR metrics and strategic priorities to senior leadership.
• Lead confidential and special projects that improve organizational effectiveness and operational efficiency.
• Advise on workforce planning and succession strategies to help ensure a strong pipeline of future leadership talent.

Knowledge, Skills, Abilities, and Expectations:

• Partners effectively with cross-functional business teams and knows when to engage HR Centers of Excellence to deliver integrated solutions.
• Applies data-driven decision-making and translates insights into practical, actionable recommendations.
• Demonstrates initiative by independently identifying gaps, taking action to resolve issues, and following through on commitments.
• Prioritizes work effectively and adapts quickly as needs shift to ensure the most critical work is delivered on time.

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 10% 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.

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: 07-19-2026

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.