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The Director, Talent Management develops, implements, and evaluates employee development plans and programs to support organizational needs in a combination of disciplines such as management development, talent management, succession planning, technical or nontechnical training, or e-learning. The Director, Talent Management requires an in-depth understanding of how organization capabilities interrelate across the function or segment.

The Director of Talent Management is responsible for developing, implementing, and evaluating employee development plans and programs to support organizational needs on behalf of the enterprise. This role encompasses various disciplines such as management development, talent management, succession planning, technical or nontechnical training, and e-learning. The Director, Talent Management requires an in-depth understanding of how organizational capabilities interrelate across functions or segments.

Use your skills to make an impact
 

Key Responsibilities:

• Develop and implement a comprehensive 1–3-year leadership development strategy that aligns with the company’s goals and objectives.
• Identify and cultivate enterprise leadership competencies and skills required for current and future organizational needs of enterprise leaders.
• Design, develop, and oversee leadership development programs, including training, coaching, and mentoring initiatives.
• Create and manage employee development programs to enhance skills, performance, and career growth across all levels of the organization.
• Partner with other HR functions such as Talent Acquisition and Performance Management to ensure cohesive and integrated development initiatives.
• Work closely with HR Business Partners to understand and address specific development needs within different departments, including creating tailored development plans to prepare high potential employees for future leadership roles.
• Implement tools and metrics to measure the effectiveness of development programs and their impact on employee performance and engagement.
• Foster a culture of continuous learning and development within the organization.
• Communicate the vision and goals of leadership and employee development programs to stakeholders at all levels.
• Monitor the progress and effectiveness of development programs through regular assessments and feedback.
• Provide reports and insights to senior leadership on the impact of development initiatives on organizational performance.

Required Qualifications

• Bachelor’s degree or equivalent experience in human resources, Learning, Organizational Development, or Business Administration
• Minimum of 3+ years of experience in talent management, with a proven track record in developing and implementing leadership development programs
• Strong understanding of management development, succession planning, and training methodologies.
• Excellent strategic planning experience
• Ability to assess organizational needs, design effective development programs, and understand how organizational capabilities interrelate
• Customer focused and ability to develop trusted client relationships at the senior level.
• Demonstrated ability to operate successfully in a large, matrix organization, with strong influencing skills and the flexibility to collaborate with diverse groups of stakeholders at all levels.
• A minimum of 2+ years experience leading Corporate Professionals and cross functional teams and initiatives
• Consulting skills in leading the proposal preparation, delivery and administration of programs
• If located near a Humana office, this role will be considered hybrid.

Preferred Qualifications

• Prior experience with people leadership
• Experience developing programs for clinicians
• Experience in a Fortune 50 company or similar large-scale organization

• Certification in talent management, Learning or related fields
• Experience with e-learning platforms and digital training tools
• Knowledge of the latest trends and best practices in talent management and employee development

Additional Information

Interview Format:
As part of our hiring process for this opportunity, we will be using an exciting interviewing technology called HireVue to enhance our hiring and decision-making ability. HireVue allows us to quickly connect and gain valuable information for you pertaining to your relevant skills and experience at a time that is best for your schedule. If you are selected for a first-round interview, you will receive an email correspondence inviting you to participate in a HireVue interview.  In this interview, you will receive a set of interview questions over your phone and you will provide recorded or text message responses to each question. You should anticipate this interview to take about 15 minutes. Your recorded interview will be reviewed, and you will subsequently be informed if you will be moving forward to next round of interviews.

Social Security Task:
 Alert: Humana values personal identity protection.  Please be aware that applicants being considered for an interview will be asked to provide a social security number, if it is not already on file.  When required, an email will be sent from Humana@myworkday.com with instructions to add the information into the application at Humana’s secure website.  
 

Work-At-Home Requirements:
To ensure Home or Hybrid Home/Office associates’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office associates must meet the following criteria:
•    At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is recommended; wireless, wired cable or DSL connection is suggested
•    Satellite, cellular and microwave connection can be used only if approved by leadership
•    Associates who live and work from Home in the state of California, Illinois, Montana, or South Dakota will be provided a bi-weekly payment for their internet expense.
•    Humana will provide Home or Hybrid Home/Office associates with telephone equipment appropriate to meet the business requirements for their position/job.
•    Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information
 

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.

 

$149,800 - $206,100 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, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.

About Us
 

Humana Inc. (NYSE: HUM) is committed to putting health first – for our teammates, our customers and our company. Through our Humana insurance services and 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, Medicaid, families, individuals, military service personnel, and communities at large.

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 veteran status. It is also the policy of Humana to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, 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.