Senior Workforce Management Professional

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The Senior Workforce Management Professional applies and integrates advanced and predictive analysis, people metrics and reporting to develop strategic and operational insights for workforce decision-making (e.g., staffing, learning and development, talent management, diversity and human resource compliance). The Senior Workforce Management Professional work assignments involve moderately complex to complex issues where the analysis of situations or data requires an in-depth evaluation of variable factors.

The Senior Workforce Management Professional is an integral member of Humana’s Workforce Management team, supporting the Grievance and Appeals Medical Directors. This role blends advanced strategic analysis with operational workforce management, focusing on both enterprise-level planning and day-to-day execution to ensure optimal staff deployment and service delivery.

This role requires an individual who is willing to roll up their sleeves and own operational workforce management activities today while helping shape the future state of workforce management for the organization. Success in this role requires equal comfort with detailed execution, process improvement, data analysis, and strategic workforce planning.

This role is ideal for an individual who enjoys building and improving workforce management processes. Initially, the position will focus on operational workforce management activities including scheduling, case assignment, reporting, and workforce administration. As workforce processes and reporting capabilities become more automated, the role will increasingly focus on workforce planning, operational analysis, and strategic decision support for leadership.

The ideal candidate is comfortable operating in an environment where processes continue to evolve and mature. They possess the curiosity and initiative to challenge existing approaches, identify inefficiencies, and develop scalable solutions that improve operational effectiveness. They are equally comfortable managing detailed day-to-day workforce activities as they are analyzing trends, developing recommendations, and influencing workforce strategy.

Key Responsibilities:

• Perform short-range and intermediate forecasting for staffing needs, incorporating real-time data, utilization trends, and anticipated demand fluctuations.
• Manage daily case assignment and inventory distribution while continually evaluating workload trends, skill alignment, process effectiveness, and opportunities to improve workforce performance.
• Creates reporting that is applicable and useful to Physician Leadership and Medical Directors, such as productivity and handle times.
• Translate workforce data into meaningful insights and recommendations for physician leadership, balancing day-to-day operational requirements with long-term workforce planning and optimization strategies.
• Administer and conduct tactical capabilities such as scheduling and absence management, ensuring accuracy and compliance with established policies, as well identify efficiencies as they arise.
• Assess organizational staffing, identify requirements, and recommend solutions to meet both immediate and future workforce objectives.
• Provide actionable analysis of talent and staffing needs, supporting strategic and operational goals at the department and segment level.
• Demonstrate comprehensive understanding of organizational strategy, departmental objectives, and their linkages to related business areas to inform workforce decisions.
• Collaborate with leadership and cross-functional teams to support operational execution and strategic initiatives, leveraging strong communication and interpersonal skills.
• Make independent decisions regarding work methods and approaches, including resolving issues in ambiguous or evolving circumstances with minimal supervision.
• Ensure all workforce management activities comply with U.S. federal and Puerto Rico employment laws and Humana’s internal guidelines.
• Monitor and report on key workforce metrics; adjust planning and processes as needed to optimize performance and employee engagement.
• Identify opportunities to automate, streamline, and optimize workforce management processes, reporting, and operational workflows, reducing administrative effort and enabling more strategic workforce planning activities.
• Assess newly developed and existing workforce processes and recommend/take action on improvements that enhance efficiency, scalability, reporting accuracy, and the overall experience of leaders and team members.
• Use your skills to make an impact
• Required Qualifications: 6+ years of Workforce Management experience, including forecasting, inventory management, and tactical planning
• Advanced experience with Verint Workforce Management
• Strong analytical and problem-solving skills, with the ability to use data to drive business decisions
• Advanced Microsoft Office skills, particularly Excel, PowerPoint, and Word
• Excellent communication and presentation skills, including experience sharing insights with senior leaders

Preferred Qualifications

• Experience in healthcare utilization management, grievance and appeals, or other regulated healthcare environments.
• Experience implementing or optimizing workforce management technologies.
• Additional Information
• This position operates on Eastern Standard Time (EST).
• Candidates must be available to work during operating hours of 7:00 AM to 7:00 PM Eastern Time, with shifts assigned within that timeframe.
• 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.

$71,100 - $97,800 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: 10-01-2026

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.