HR Business Partner Lead

Humana•Louisville, KY

1d•$115,200 - $158,400•Remote

About The Position

The HR Business Partner Lead leads the people management agenda for a business unit or area and serves as a strategic advisor and trusted partner to senior leaders within Stars and Risk Adjustment. The role shapes and executes people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture. It aligns workforce, talent, leadership, and organizational strategies with business objectives, operating with substantial autonomy and influence in a complex, highly matrixed environment. The position applies broad experience across HR disciplines, including workforce strategy, organizational effectiveness, talent management, succession planning, change leadership, and executive coaching. It uses data-driven insights, organizational consulting, and change leadership, and connects HR functions such as talent, compensation, learning, and workforce planning to deliver coordinated solutions that improve business performance and organizational capability. The role works on problems of diverse scope and complexity, from moderate to substantial.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
Seven or more years of progressive HR experience, emphasizing strategic business partnership, talent management, and data analysis.
Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
Ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
Ability to lead or facilitate effective change initiatives and activate change through influence rather than direct oversight.
Strong communication and interpersonal skills, with the ability to build trusted relationships at all levels of the organization.
Ability to interpret performance analytics and identify meaningful insights that inform action.
Track record of contributing to improvements in talent retention and organizational effectiveness.
Proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
Ability to travel approximately 25% based on business needs.
Demonstrated success advising senior leaders within complex, highly matrixed organizations.
Deep understanding of workforce planning, talent management, succession planning, organizational effectiveness, and change leadership principles.
Ability to use workforce and business data to identify trends, challenge assumptions, and support strategic decision-making.
Strong business acumen and ability to connect workforce, operational, customer, and business considerations.
Ability to influence outcomes and build consensus without direct authority.
Sound judgment and discretion when handling sensitive and complex situations.
Ability to build partnerships across HR and business teams and deliver effective solutions.
Resilience, adaptability, and ability to navigate ambiguity while maintaining focus on priorities.
Ability to proactively identify issues, develop solutions, and drive execution in a fast-paced environment.

Nice To Haves

PHR or SPHR certification.
Master’s degree in Human Resources, Business, or a related field.
Experience in the healthcare industry and/or with a multi-site, multi-state employer.
Experience working in a highly matrixed organization.

Responsibilities

Translate business priorities into workforce plans, organizational capabilities, leadership strategies, and talent initiatives.
Advise senior leaders on organizational effectiveness, talent management, succession planning, and workforce-related decisions.
Lead organizational design efforts, including role clarity, decision rights, operating models, and team effectiveness initiatives.
Drive leadership and succession strategies that strengthen organizational capability and support future business needs.
Lead change management efforts by developing stakeholder engagement, communication, readiness, adoption, and sustainment strategies.
Use workforce, talent, and business data to identify trends, assess organizational health, inform decisions, and measure outcomes.
Partner with HR Centers of Excellence and other stakeholders to develop and deliver integrated people solutions aligned with business objectives.
Influence organizational decisions by identifying risks, evaluating options, and providing evidence-based recommendations.
Facilitate collaboration across business areas and HR teams to improve effectiveness, alignment, and execution.
Drive adoption of HR programs, processes, and best practices that support a consistent and positive associate experience.
Advise leaders through organizational changes, leadership transitions, and evolving business priorities.
Advance HR capabilities through knowledge sharing, best practices, and scalable solutions that can be used across the organization.
Present workforce insights, organizational trends, and strategic recommendations to senior leadership.
Lead confidential and special projects that improve organizational effectiveness and support business transformation.