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Talent Management Lead

June 12, 2026

Become a part of our caring community The Talent Management Lead defines, operationalizes, and evaluates enterprise talent solutions that support organizational strategy and workforce readiness. You will lead projects across management development, talent management, succession planning, workforce architecture, and skill-based frameworks. The Talent Management Lead works on problems of diverse scope and complexity—ranging from moderate to substantial—and determines appropriate actions that manages critical decisions. The Talent Management Lead evaluates employee training and development programs, assesses organizational needs and outcomes, and designs new solutions or enhances existing programs. You will serve as a trusted advisor to executives, guiding functional or segment-specific talent strategies that address matters of organizational significance. You will operate within a large, enterprise-scale environment and requires capability navigating complex landscapes, along with demonstrated expertise in skills architecture and talent frameworks. You will assess multifaceted situations, evaluate options, and determine appropriate courses of action that support enterprise priorities and outcomes. This role reports to the Associate VP, Talent Management. You will Lead the design, implementation, and scaling of enterprise skill architectures, competency models, and workforce taxonomies Develop enterprise-level skill frameworks in consideration of talent management, workforce planning, and skill-based organization strategies Translate complex work activities into clear, structured, and reusable skill definitions across job families Evaluate skill models to ensure consistency and enterprise applicability Partner with HR and business leaders on job architecture and organization design, supporting skill-based workforce concepts Lead skill and framework design workshops, engaging partners in discovery and validation Collaborate with partners to co-design and validate skills and competency frameworks, incorporating business and enterprise needs. Apply analytical reasoning and pattern recognition to assess workforce trends, gaps, and framework effectiveness. Influence senior leaders through subject-matter expertise, data-driven insights and communication Advise executives on talent, workforce, and skill strategies, exercising independent decision-making on complex issues 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 experience in one or more of the following areasWorkforce architecture or workforce planning Skill or competency framework design Organizational or job architecture Talent management or HR transformation Demonstrated experience working in a large, enterprise-scale, across teams and responsibilities. Demonstrated experience exercising independent decision-making, analyze complex variables, and influence senior partners on matters of organizational significance· Travel is as needed to attend workshops and meetings. 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. $104,000 - $143,000 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 05-04-2026 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. 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. Apply To This Job

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...