AD, Behavioral Economics

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The Associate Director, Behavioral Economics will lead high-priority analytic, causal inference, and behavioral insights strategy work to improve outcomes, close care gaps, and strengthen enterprise decision-making. This role will be responsible for translating business priorities into rigorous measurement strategies, actionable insights and scalable decision framework that inform program design, outreach strategy, and operational investment decisions.

The Associate Director, Behavioral Economics will report to the Director, Behavioral Economics. You will help build durable team capabilities in causal inference, information science, and measurement frameworks. You will manage the team portfolio and associated outputs to ensure work is prioritized, coordinated, and delivered against the highest-value business needs. You will partner closely with cross-enterprise business owners to elevate information required for decision-making.

Key Responsibilities

• Measurement Strategy and Causal Inference
• Lead the design of rigorous measurement strategies for team portfolio of pilots, programs, and enterprise initiatives. Assess when causal inference is possible, when directional or descriptive measurement is more appropriate, and how to clearly communicate what information we can infer as well as what the remaining unknowns and their implications are.
• Empower team to partner with cross-functional partners to ensure study designs, data requirements, outcome definitions, and reporting approaches are aligned.
• Develop scalable approaches to evaluate intervention effectiveness and translate complex analytic concepts into practical guidance for senior leaders and cross-functional partners.
• Monitor pilot execution in partnership with operational teams and identify issues that could affect measurement validity or business interpretation. Synthesize pilot results into clear recommendations on whether to scale, refine, continue testing, or discontinue an intervention.
• Team Leadership and Capability Building
• Lead, coach, and develop team members to produce measurement plans with clear hypotheses, measurable outcomes, operational feasibility, and scalability in mind.
• Build reusable tools, templates, playbooks, and operating rhythms that improve consistency and quality across the team's work.
• Support onboarding and upskilling of team members in causal inference, pilot design, behavioral economics, stakeholder management, and executive communication.
• Foster a team culture grounded in intellectual rigor, curiosity, ownership, collaboration, and practical business impact.
• Help prioritize the portfolio of team work to ensure resources are focused on the highest-value opportunities.
• Use your skills to make an impact
• Required Qualifications
• Master's degree or PhD in economics, statistics, applied math, business analytics, psychology, or a related quantitative field.
• 3 or more years of experience in causal inference evaluations and driving judgment by balancing rigor, feasibility, speed, and business relevance.
• Demonstrated ability to translate ambiguous business problems into structured analytic or measurement plans. Experience operationalizing the plans to inform decisions while managing multiple priorities in a fast-paced, matrixed environment.
• Strong executive communication skills, including the ability to synthesize complex information into clear recommendations.
• Team development experience.

Preferred Qualifications

• Experience partnering with cross-functional teams and influencing stakeholders without direct authority.
• Experience in Medicare Advantage, or healthcare operations data.
• People leadership experience.
• Additional Informatio n
• This is a remote position.
• 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.

$129,300 - $177,800 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: 10-29-2026

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.