Director, HR Business Partner (Medicaid)

Humana is a leading U.S. healthcare company serving members across Medicare and Medicaid. The Director, HR Business Partner (Medicaid) leads the people agenda for Humana Healthy Horizons by aligning talent, workforce, organizational, and culture strategies to business goals, supporting growth, implementation, and long-term scalability.

Responsibilities:

• Assess business priorities, growth opportunities, operating challenges, and organizational risks to determine the people and organizational actions required to achieve business objectives
• Establish and execute integrated plans that support market performance, business expansion, procurement activity, awarded business, implementation, and long-term scalability
• Ensure workforce and organizational implications are identified, tested, and addressed as strategic choices and growth opportunities are evaluated
• Assess proposed operating models, staffing assumptions, leadership requirements, labor strategies, workforce costs, implementation sequencing, and organizational risks associated with growth opportunities
• Lead HR readiness and execution for awarded business, major program implementations, and market expansion, including organization design, leadership selection, workforce mobilization, talent acquisition integration, onboarding, culture, and change readiness
• Establish governance, milestones, risk visibility, and accountability for the people and organizational components of implementation plans
• Ensure bid commitments, implementation plans, and post-launch workforce strategies remain connected through execution and stabilization
• Assess current and future workforce requirements, identify capacity and capability gaps, and establish strategies that ensure the organization has the talent, skills, leadership capacity, and workforce scale required to execute
• Determine appropriate build, buy, borrow, redeploy, and development strategies in response to business plans and talent risk
• Drive disciplined workforce and talent review processes that improve decision quality, readiness, internal mobility, retention, and succession strength
• Use workforce data and business insight to identify risk early, challenge assumptions, and direct action toward the highest-impact priorities
• Lead organizational design and role definition work required to support business strategy, operating model evolution, implementation, and growth
• Establish recommendations that improve decision rights, role clarity, spans and layers, governance, operating rhythms, collaboration, and team effectiveness
• Drive execution of approved organizational changes and ensure intended outcomes are achieved and sustained
• Ensure organizational structures, leadership roles, capabilities, and talent deployment remain aligned to business priorities
• Own the talent strategy for the aligned business, including succession, critical-role readiness, high-potential identification, differentiated development, retention, and internal mobility
• Provide direct executive coaching and counsel that strengthens leadership judgment, accountability, decision quality, and organizational impact
• Hold leadership teams accountable for talent decisions, succession strength, development actions, performance differentiation, workforce health, and organization outcomes
• Ensure leadership and talent pipelines are sufficient for current operations, implementation demands, and future growth
• Establish and execute actions that strengthen culture, inclusion, engagement, retention, accountability, and workforce performance
• Own the people strategy for business-led change within the aligned organization, including impact assessment, leadership alignment, workforce transition, communication strategy, adoption, and stabilization
• Ensure leaders create the conditions required for associates to understand priorities, make effective decisions, and execute through change
• Translate organizational insights into measurable interventions and monitor whether intended outcomes are achieved
• Translate business priorities into clear requirements for Talent Acquisition, Talent Management, Learning, Compensation, Associate Relations, Workforce Analytics, Organizational Effectiveness, and other HR capabilities
• Define ownership, sequence work, resolve gaps, and maintain accountability for outcomes regardless of where supporting resources reside
• Represent the voice of the business across HR while ensuring enterprise standards, policies, and strategies are applied with sound judgment
• Create visibility to priorities, dependencies, risks, decisions, and results across the integrated HR agenda

Requirements:

• The successful candidate will bring substantial, directly relevant experience leading HR strategy in large, complex, matrixed organizations. Demonstrated capability and results are valued more than a specific academic credential
• Demonstrated success as a senior HR Business Partner or HR leader supporting executive teams and complex business portfolios
• Experience owning workforce strategy, talent strategy, organizational effectiveness, leadership effectiveness, culture, and business-aligned change
• Experience supporting business growth, competitive bids or proposals, implementation, market expansion, workforce scaling, or comparable high-stakes business activity
• Demonstrated ability to assess complex situations, form recommendations, make decisions, and lead execution through others
• Strong business and financial acumen with the ability to connect workforce and organizational choices to business outcomes
• Experience in Medicaid, healthcare, government programs, regulated industries, or other complex service environments
• Experience influencing senior leaders, challenging constructively, and maintaining accountability across matrixed stakeholders
• Ability to use quantitative and qualitative data to identify patterns, test assumptions, prioritize risk, and measure outcomes
• Experience integrating HR Centers of Excellence and shared capabilities around a coherent business agenda
• Enterprise thinker who can operate at both strategic and execution levels
• Clear, direct communicator who creates alignment without diluting accountability
• Strong organizational diagnostician with practical judgment and bias for action
• Comfortable leading through ambiguity, competing priorities, and evolving business conditions
• Credible executive coach who combines challenge, insight, empathy, and discretion
• Outcome-oriented leader who measures success through business and workforce results rather than activity