Director, HR Business Partner (Medicaid)

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The Director, HR Business Partner leads the people agenda for Humana Healthy Horizons by aligning talent strategy with business strategy and converting business priorities into organizational, leadership, workforce, talent, and culture outcomes.

The role is accountable for enabling performance across both the run the business and grow the business agendas. This includes ensuring the Medicaid organization has the workforce capacity, leadership depth, organizational capability, and talent strategies required to deliver current commitments, compete for new business, implement awarded business, and scale successfully. The Director serves as a trusted accountability partner to senior leaders, shapes business decisions through workforce and organizational insight, represents the voice of the business across HR, and orchestrates integrated support from HR Centers of Excellence. The role maintains disciplined ownership of assessment, strategy, execution, and measurable outcomes rather than defaulting to advisory or transactional HR delivery.

Primary Responsibilities and Accountabilities

1. Business Strategy and Growth

Own translation of business strategy into workforce, leadership, talent, culture, and organizational strategies that enable current business performance and future growth.

• 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.

2. Bid, Procurement, and Implementation Leadership

Own the HR workstream and people-related content required for Medicaid bid responses and procurement activity, ensuring commitments are credible, competitive, compliant, and executable.

• 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.

3. Workforce Strategy and Readiness

Own strategic workforce planning, capability planning, workforce readiness, succession planning, and talent risk assessment for the aligned business.

• 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.

4. Organizational Effectiveness and Design

Own organizational assessment and diagnosis for the aligned business, identifying barriers to performance, growth, speed, accountability, and scalability.

• 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.

5. Leadership and Talent Effectiveness

Assess leadership capability and effectiveness across the organization, identifying strengths, gaps, succession risks, and development 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.

6. Culture, Change, and Organizational Health

Assess organizational health through workforce data, engagement results, talent patterns, leadership behavior, employee feedback, and business outcomes.

• 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.

7. HR Integration and Business Accountability

Serve as the accountable integrator of enterprise HR capabilities for the aligned business.

• 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.

Leadership Expectations

• Operate with the business acumen and enterprise perspective required to influence senior executives and shape consequential business decisions.
• Move from insight to action by making clear recommendations, establishing ownership, and driving disciplined follow-through.
• Challenge respectfully when business choices create material workforce, talent, leadership, culture, or organizational risk.
• Balance immediate delivery demands with long-term capability, talent sustainability, and organizational health.
• Simplify complexity, establish priorities, and create clarity across matrixed teams and competing demands.
• Build trust through judgment, transparency, discretion, consistency, and measurable delivery.

Measures of Success

• Workforce strategies are integrated with business plans and produce measurable improvements in readiness, capability, capacity, and execution.
• Current markets and segment functions have the leadership, talent, organization, and workforce health required to deliver commitments.
• Bid responses contain credible, competitive, and executable workforce and organizational plans.
• Awarded business and major program implementations meet people, leadership, talent, and organizational readiness milestones.
• Critical roles have stronger succession depth, leadership readiness, and retention strategies.
• Organizational design and effectiveness work improves clarity, accountability, decision quality, speed, and scalability.
• Leaders demonstrate stronger ownership of talent, culture, workforce health, and organization outcomes.
• HR resources operate as an integrated system aligned to the highest-priority business needs.
• Workforce and organizational risks are identified early, addressed directly, and monitored through resolution.

Use your skills to make an impact

Required Qualifications

The successful candidate will bring substantial, directly relevant experience le