Director – Supplemental Benefits Strategy & Transformation

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About Humana
Humana is a publicly traded, Fortune 50 healthcare company with a long history of successful innovation and reinvention. Over its history, Humana has evolved from nursing homes, to hospitals, to health insurance, and today is a leader in consumer-focused health solutions and one of the largest health benefits organizations in the country.

About the Team
The Supplemental Benefits team delivers and oversees some of the most visible and valued benefits that Humana's Medicare Advantage members receive. These benefits extend beyond traditional medical coverage and include dental, vision, hearing, over-the-counter health and wellness products, fitness, transportation, meals, in-home support, connectivity, and other services that help members maintain their health, independence, and quality of life.

We design, launch, and manage a diverse portfolio of supplemental benefits reaching millions of members. Our work sits at the intersection of product strategy, vendor partnership, data and analytics, operational execution, member experience and compliance.

This is a team where the work is unusually tangible and high impact. The decisions made here can influence how millions of Medicare Advantage members access dental care, obtain needed hearing support, get to a medical appointment, remain safely and independently at home, or stay connected to their care team. We partner with leaders across the enterprise and with external organizations that deliver these benefits at scale.

As the portfolio grows in size, complexity, and importance, we are building the shared capabilities needed to manage it consistently and at scale — including a dedicated strategy and transformation capability focused on the portfolio's highest-priority opportunities and most complex challenges.

Role Overview

The Director, Supplemental Benefits Strategy & Transformation will build and lead a new team responsible for strategy, transformation, and complex cross-portfolio initiatives across Humana's Supplemental Benefits organization.

This leader will serve as a senior thought and execution partner to Supplemental Benefits leadership, bringing structure and momentum to the organization's most complex and ambiguous priorities and initiatives. Initiatives will span multiple benefits, vendors, and enterprise functions and include vendor strategy and optimization, operating model transformation, implementation capability, regulatory response, portfolio analytics, governance, and emerging strategic opportunities. 

Success will require the Director to translate strategic, regulatory, financial, operational, and member-experience considerations into clear recommendations, executable roadmaps, defined ownership, and measurable outcomes — accountable not only for developing recommendations, but for mobilizing stakeholders and driving initiatives through implementation and adoption.  Example projects could include reimagining how a multi-million-dollar vendor relationship is structured and governed, designing the operating model for a new benefit reaching millions of members, or building the analytics capability that allows leaders to see portfolio performance clearly. The common thread is work that is consequential, cross-functional, visible to Humana's senior leaders, and improves the daily lives of millions of Medicare Advantage members.

A defining principle of the role is that the team builds and transitions rather than builds and holds. Once a capability, process, or governance routine is designed, implemented, and stabilized, the Director is responsible for transitioning it to Shared Services Operations, benefit owners, or other appropriate teams for ongoing execution — preserving the team's capacity for the next set of high-value problems.

A critical early responsibility will be to build and lead a new Strategy & Transformation team, expected to grow to approximately 4–5 professionals, including defining the team's capabilities and operating model, recruiting and developing high-performing talent, and deploying the team dynamically against the portfolio's highest-priority needs.

This is a hands-on leadership role with significant exposure to senior leaders across Humana and accountability for delivering tangible business and financial outcomes. 

Key Responsibilities

Lead Cross-Portfolio Strategy & Transformation

• Lead the highest-priority strategic and transformation initiatives spanning multiple supplemental benefits, vendors, and enterprise functions
• Structure complex or ambiguous business problems into clear hypotheses, analyses, workstreams, deliverables, ownership, milestones, and decisions
• Develop fact-based recommendations integrating financial, operational, member, competitive, regulatory, and vendor perspectives, and translate them into executable roadmaps
• Rapidly assess the Supplemental Benefits implications of significant regulatory changes and lead cross-functional response teams to drive operational execution and implementation

Drive Portfolio and Vendor Strategy

• Evaluate emerging supplemental-benefit opportunities, new capabilities, and potential changes as a result of Humana's broader Medicare Advantage strategy
• Develop forward-looking strategies and multi-year roadmaps to optimize the Supplemental Benefits portfolio and vendor ecosystem
• Assess benefit and vendor performance, economics, market capabilities, member value, operational complexity, and strategic fit to identify optimization opportunities
• Develop business cases supporting vendor consolidation, sourcing, RFI/RFP activity, capability investments, and other strategic decisions

Transform the Operating Model and Build Scalable Capabilities

• Lead transformation of the Supplemental Benefits operating model, including governance, decision rights, management routines, and cross-functional ways of working
• Establish a repeatable vendor implementation capability spanning requirements, accountability, milestones, testing, readiness, launch, executive visibility, and post-launch stabilization
• Design portfolio-wide approaches to vendor performance governance — quarterly business reviews, scorecards, KPI and SLA frameworks, escalation standards, and remediation
• Develop executive reporting, analytics and decision support capabilities that synthesize complex information into clear performance insights
• Identify fragmented, manual, or inconsistent processes and lead redesign that improves accountability, reduces risk, and increases organizational leverage
• Transition mature, repeatable capabilities to Shared Services Operations, benefit owners, or other accountable teams, with clear ownership, documentation, and measures in place

Build and Lead the Strategy & Transformation Team

• Build a new high-performing team, expected to grow to approximately 4–5 professionals, defining its capabilities, roles, operating model, and management routines
• Recruit, develop, coach, and retain talent with strong structured problem-solving, analytical, communication, and execution capabilities
• Establish high standards for problem-solving, analytics, executive communication, project management, and implementation discipline
• Manage a dynamic portfolio of initiatives, making deliberate trade-offs about where deploying the team's capacity creates the greatest business and member impact
• Create a team culture defined by intellectual curiosity, pragmatism, accountability, collaboration, and bias toward action

Key Outcomes Include:

• High-priority strategic, regulatory, and operational transformations delivered with clear ownership and measurable results
• A prioritized multi-year roadmap for optimizing the Supplemental Benefits portfolio and vendor ecosystem
• Measurable financial and operational value identified and captured across vendors and the portfolio
• A repeatable vendor implementation capability adopted across significant benefit launches and changes
• A clearer, more scalable operating model with defined governance, decision rights, accountability, and management routines
• A high-performing team capable of independently leading multiple complex initiatives simultaneously — with mature capabilities successfully transitioned into recurring operations

Use your skills to make an impact
 

Required Qualifications

• Bachelor's Degree
• 8+ years of progressive experience within management consulting, corporate strategy, enterprise transformation, healthcare strategy/operations, and/or comparable roles solving complex business problems
• 2+ years leading and developing high-performing teams, with demonstrated ability to build new capabilities and manage multiple complex workstreams simultaneously
• Meaningful experience within Medicare Advantage, managed care, or closely related healthcare services industries, with demonstrated ability to operate in complex regulated environments
• Demonstrated experience independently leading complex, cross-functional initiatives from problem definition and analysis through implementation, adoption, and measurable results
• Demonstrated ability to structure ambiguous problems, develop fact-based recommendations, and translate strategy into executable plans
• Strong analytical and financial acumen, including the ability to develop and evaluate business cases, trade-offs, performance trends, and value-creation opportunities
• Exceptional executive communication skills, including the ability to synthesize complex information into clear narratives, recommendations, and decisions
• Demonstrated ability to influence senior leaders, align cross-functional stakeholders, and establish accountability without direct authority
• Ability to operate effectively in a highly matrixed, rapidly changing, and regulated environment

Preferred Qualifications

• Management consulting experience, ideally at the Engagement Manager, Project Leader, or equivalent level at a leading strategy, operations, or transformation consulting firm; exceptional candidates with comparable internal strategy and transformation leadership experience will also be considered
• Experience with Medicare Advantage supplemental benefits, CMS requirements, the annual product lifecycle, or vendor-delivered healthcare services
• Experience leading enterprise transformation, operating-model redesign, capability building, or large-scale cross-functional implementation
• Experience developing vendor strategies, sourcing and optimization roadmaps, business cases, or vendor-performance frameworks
• MBA, MPH, MHA, or other relevant graduate degree

Leadership Attributes

• Structured problem solver: Creates clarity from ambiguity and focuses teams on the questions and decisions that matter most
• Systems thinker: Understands connections across members, benefits, vendors, economics, regulation, data, technology, and operations
• Builder: Creates durable capabilities, teams, and operating mechanisms rather than one-time solutions — and knows when to hand them off
• Talent developer: Attracts exceptional people, sets high standards, and develops team members into increasingly independent leaders
• Member centered: Connects strategic and operational improvements to tangible gains in the experience, health, independence, and quality of life of the members we serve

Additional Information

• The role offers a flexible work location, with options that include:
  • Hybrid arrangements at Humana offices including Louisville (headquarters), New York City, Chicago, Washington, D.C., Nashville, Fort Lauderdale, and Tampa
  • Fully remote (any US location), with work conducted on Eastern Time
• Estimated travel: approximately 10–15%

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.$201,600 - $277,200 per yearThis 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.

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.