Principal, Actuarial Talent Management

Actuarial Community Principal

Become a part of our caring community and help us put health first. The Talent Management Principal 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 Talent Management Principal provides strategic advice and guidance to functional team(s). Highly skilled with broad, advanced technical experience. The Talent Management Principal monitors employee development and training programs, assesses needs and results, develops new programs, and modifies existing programs. Works with senior executives to develop and drive segment or enterprise-wide functional strategies. Advises one or more areas, programs or functions and provides recommendations to senior executives on matters of significance, and as an advanced subject matter expert competent to work at very high levels in multiple knowledge and functional areas across the enterprise.

Job Title : Actuarial Community Principal

Job Family : Talent Management

Level : Principal

Summary : The Actuarial Talent Management Principal oversees strategic direction and executes Humana's actuarial talent programs residing in the business. Using deep knowledge and expertise of the actuarial community, actuarial science, and external practices, partners with the Chief Insurance Actuary, HR, and leaders to drive leadership development, skills advancement, learning, and professional growth across the actuarial community. The Lead ensures optimal functioning of core programs, including rotational assignments, intern recruitment, exam progress, and continuing education. The position serves as the primary liaison to key committees and enterprise talent initiatives. This position reports to the Chief Insurance Actuary.

Key Responsibilities :

• In coordination with the Chief Insurance Actuary and HR, serve as the Actuarial Community strategic SM and lead and execute strategy for core actuarial talent priorities.
• Exams
• Summer Interns
• Continuing Education
• Rotations
• Actuarial Professionalism and Standards
• Manage strategy and ensure execution of actuarial rotation and internship programs, ensuring alignment with enterprise goals and actuarial community needs. Coordinate logistics for actuarial rotation assignments and summer intern programs, including working with TA for recruiting, onboarding, event planning, and offer management.
• Partner with HR and Skills Committee to maintain and evolve the actuarial skills model and oversee annual skills assessments using industry best practices.
• Collaborate with Exam Committee to support the APDP policy, exam progress tracking, and ongoing exam communications.
• Oversee continuing education resources and compliance in partnership with Learning Committee and volunteers.
• Facilitate leadership development via the Actuarial Executive Development Program (AEDP) and Mentoring Committee.
• Lead and coordinate the activities of enrichment teams : Innovation, Skills, Exam, Standards & Qualifications, Continuing Education, DEI, Growth, Networking, Insights, and Mentoring. Support enrichment teams with meeting planning, documentation, and process improvement. Support Exam Committee in APDP communications, question triage, and exam policy updates.
• Serves as a core member of the Actuarial Steering Committee.
• Evaluate and streamline processes for internal actuarial promotion process, actuarial job track alignment, and talent-related data management (scorecards, SharePoint).
• In tight coordination with HR and using external industry best practices, benchmark Humana's actuarial talent management practices against industry standards and drive continuous improvement.
• Administer continuing education tracking in partnership with volunteers and Learning Committee.
• Ensure actuarial talent data is complete and up to date Workday, email lists, and SharePoint.

Use your skills to make an impact Required Qualifications Typically requires a Bachelor's degree, in some instances a Master's or Doctorate's degree, and 10+ years of technical experience, or equivalent, and 2-5 years of project / people leadership.

Required Qualifications :

Preferred Qualifications :

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 : 12-30-2025

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 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.