Lead, Supplemental Benefits Transformation

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About Humana

Humana is a Fortune 60, publicly traded health benefits company with a long-standing reputation for innovation and transformation. As one of the nation’s largest health benefits organizations, Humana is committed to delivering consumer-focused health solutions that drive positive outcomes for members and communities.

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, regulatory compliance, vendor partnership, data and analytics, operational execution, and member experience.

This is a team where the work is unusually tangible and high impact. The decisions made here can influence whether a member can 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 regulatory importance, the team is building the shared capabilities needed to manage it consistently and effectively. That includes robust analytics, standardized reporting, repeatable vendor implementation, stronger performance governance, and disciplined operating processes that improve accountability, execution, and the member experience.

The Lead, Supplemental Benefits Transformation will help design and build the capabilities that allow Humana’s supplemental benefits portfolio to operate effectively at scale, while also leading complex, high-priority initiatives that require coordination across benefits, vendors, and enterprise functions.

Working across benefit teams, enterprise partners, and external vendors, this role will translate new regulatory and operational requirements into clear scope, business requirements, implementation plans, ownership, milestones, and decisions. The Lead will bring structure and momentum to complex initiatives while improving how the organization implements vendors, measures performance, conducts quarterly business reviews, manages operational readiness, and resolves systemic process issues.

This is a hands-on transformation and execution role with ownership of meaningful outcomes and tangible deliverables, including business requirements, implementation plans, operating playbooks, vendor performance frameworks, and process improvements. The Lead will assume end-to-end leadership for assigned cross-portfolio initiatives and convert lessons from those efforts into repeatable capabilities for the broader organization.

Key Responsibilities

• Lead Cross-Portfolio Transformation
• Lead high-priority initiatives spanning multiple supplemental benefits, vendors, or enterprise functions, including efforts driven by new regulatory, reporting, compliance, or operational requirements
• Translate complex or ambiguous requirements into clear scope, business requirements, work plans, deliverables, ownership, milestones, dependencies, and decisions
• Coordinate execution across benefit owners, Compliance, Technology, Digital, Marketing, Claims, Operations, Finance, vendors, and other enterprise partners
• Serve as a central point of integration for assigned initiatives, maintaining visibility into progress, risks, unresolved decisions, and downstream impacts
• Surface cross-portfolio risks, competing priorities, and opportunities, and translate them into clear recommendations for leaders and benefit owners
• Build Scalable Capabilities
• Design and implement shared capabilities that improve the consistency, speed, control, and quality of supplemental benefit operations
• Create a repeatable vendor implementation framework covering requirements, accountability, milestones, testing, readiness, launch, and post-launch stabilization
• Develop practical playbooks, templates, operating standards, and decision frameworks that can be applied across benefits and vendors
• Capture lessons from major implementations, regulatory initiatives, and operational issues and incorporate them into repeatable portfolio-wide capabilities
• Strengthen Vendor Performance Governance
• Establish a consistent quarterly business review framework connecting vendor performance, member experience, contractual commitments, operational issues, risks, strategic priorities, and corrective actions
• Develop vendor scorecards, performance-review routines, action tracking, escalation standards, and remediation approaches
• Partner with benefit owners to define meaningful KPIs and SLAs and distinguish routine operating metrics from issues requiring leadership attention
• Identify trends that cut across individual vendors or benefits and translate them into portfolio-level recommendations and improvement opportunities
• Advance Continuous Improvement
• Lead structured resolution of recurring operational problems, control gaps, and cross-functional process issues
• Use root-cause analysis to clarify accountability, address underlying problems, and prevent recurrence
• Improve recurring portfolio processes supporting filing, implementation, AEP readiness, product training, regulatory reporting, and operational handoffs
• Track remediation through closure and confirm that agreed-upon changes are incorporated into standard operating practices
• Convert lessons from implementations, operating issues, audits, and vendor performance reviews into improvements to shared tools, standards, and processes

Preferred Qualifications

• Two or more years of management consulting, internal consulting, enterprise transformation, or comparable experience solving complex, cross-functional business problems
• Ability to interpret analytics, dashboards, and reporting to identify trends, draw insights, and drive change — familiarity with business-intelligence tools such as Power BI is helpful
• Experience developing vendor implementation approaches, KPI and SLA frameworks, scorecards, quarterly business reviews, or operational-readiness programs
• Leadership Attributes
• Problem solver - Develops and implements practical, actionable solutions to complex challenges
• Systems thinker - Understands connections across members, benefits, vendors, data, and operations
• Action oriented - Creates momentum and drives accountability in ambiguous situations
• Analytically curious - Uses data to challenge assumptions and improve decisions
• Pragmatic influencer - Builds alignment while keeping work focused on measurable outcomes
• Member centered - Connects operational improvements to the experience and health of the members served
• 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.

$138,200 - $190,100 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.

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.