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The Talent Management Principal implements enterprise employee development strategies to support organizational capability and future workforce needs. You will span multiple talent disciplines, including talent management, succession planning, workforce and skill architecture, and development programs. The Talent Management Principal serves as a trusted strategic advisor, using deep technical expertise and broad enterprise perspective to influence outcomes across the organization.

Role Overview

The Talent Management Principal shapes and advances enterprise-wide talent and skill frameworks by overseeing, assessing, and evolving employee development programs. You will work with senior executives to define and lead segment-level and enterprise talent strategies. As an advanced subject matter expert, you will advise multiple teams on matters of significance, providing recommendations that influence organizational design, workforce strategy, and long-term capability building.

You will report to the Associate Vice President, Talent Management.

You will:

• Architect and scale enterprise-wide skill, competency, and workforce frameworks in consideration of business and talent strategy
• Define and refine skill architecture, workforce taxonomies, and job models to ensure consistency, clarity, and reuse across job families
• Translate complex work, roles, and capabilities into structured, applicable skill definitions
• Partner directly with senior and executive leaders to co-create, validate, and advance skill-based workforce strategies
• Lead design workshops and deliver expert, data-informed recommendations that influence enterprise talent decisions

Use your skills to make an impact
 

Required Qualifications

• Bachelor's degree in human resources, Business, Organizational Development, Industrial/Organizational Psychology or a related field
• 8+ years of progressive experience in workforce architecture, skill or competency framework design, organizational or job architecture, or talent management or HR transformation
• Recognized expertise in enterprise skill architecture, competency modeling, and talent framework design
• Experience with skill-based workforce concepts, organization design, and job architecture at enterprise scale
• Experience operating as a senior individual contributor, influencing outcomes through expertise rather than authority
• Experience working across diverse teams within a large-scale organizational environment
• Break down complex problems, analyze data, and recommend practical solutions
• Experience leading meetings and workshops with senior partners to align priorities and improve outcomes
• We need to travel on an as-needed basis to attend workshops or meetings.

Additional Information

Work at Home Guidance

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 required.

• Satellite, cellular and microwave connection can be used only if approved by leadership.

• Employees 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 employees 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.

Interview Format

As part of our hiring process, we use an interview platform called HireVue to support timely and thoughtful hiring decisions. HireVue allows us to learn more about your skills and experience through a short, on‑demand video screening that you can complete at a time that works best for you.
If selected to move forward, you will receive an email and text message with instructions to complete the video screening.

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.

 

$138,900 - $191,000 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.

Application Deadline: 05-17-2026

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.