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The HR Business Partner Lead leads the people management agenda in a business unit/area, and acts as a facilitator for the company's management team. Applies broad experience in various Humana Resources (HR) areas of expertise. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial.

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The HR Business Partner Lead is a strategic advisor and trusted partner to business leaders, helping shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture. This role applies broad HR expertise across talent management, workforce planning, organizational design, change leadership, compensation practices, talent acquisition, and employee engagement.

In this role, the HR Business Partner Lead will play a key part in advancing organizational success and HR transformation by partnering with senior leaders to promote knowledge sharing, adoption of best practices, and consistent HR processes across the assigned business area.

This position advises on people strategies aligned to operational goals while building strong, trusted relationships with leaders. The HR Business Partner Lead also represents the business area’s people data needs and partners closely with People Analytics to deliver insights that support talent attraction, retention, workforce planning, and informed decision-making.

Responsibilities:

• Lead and/or support execution of People Plan initiatives that strengthen talent attraction, retention, engagement, and a high-performance culture.
• Lead and influence HR transformation efforts that support both short- and long-term business success.
• Facilitate knowledge sharing between business areas to promote adoption of best practices and increased efficiencies.
• Develop and implement frameworks that increase consistency, scalability, and effectiveness of HR practices.
• Drive performance improvement and enable positive change in people management practices.
• Establish KPIs and metrics to measure the impact of programs and actions; monitor performance, generate insights, and recommend course corrections to improve outcomes.
• Strengthen organizational practices and controls related to talent management, performance management, and succession planning.
• Leverage data analytics to support HR decision-making, providing insights into talent retention, employee engagement, turnover trends, root causes, and workforce planning needs.
• Use data-driven insights to guide leadership in strategic decision-making and resource allocation in support of business goals and budget priorities.
• Ensure effective use of HR technology and tools to collect, analyze, and report on key HR metrics.
• Partner with M&A teams and business leadership to support successful acquisition and integration activities.
• Lead change management efforts to support successful implementation of new processes and standards, coordinating with HRBP teams and appropriate subject matter experts.
• Collaborate with other HR colleagues and CoE specialty partners (e.g., People Analytics, Talent Acquisition, Compensation, Culture and Engagement, etc.) to drive cohesive HR programs and strengthen culture.
• Present and report on HR metrics and strategic priorities to senior leadership.
• Lead confidential and special projects that improve organizational effectiveness and operational efficiency.
• Advise on workforce planning and succession strategies to help ensure a strong pipeline of future leadership talent.

Knowledge, Skills, Abilities, and Expectations:

• Partners effectively with cross-functional business teams and knows when to engage HR Centers of Excellence to deliver integrated solutions.
• Applies data-driven decision-making and translates insights into practical, actionable recommendations.
• Demonstrates initiative by independently identifying gaps, taking action to resolve issues, and following through on commitments.
• Prioritizes work effectively and adapts quickly as needs shift to ensure the most critical work is delivered on time.

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Required Qualifications:

• Bachelor’s degree in Human Resources, Business, or a related field.
• Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
• Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
• Ability to lead and/or facilitate effective