Director, Talent Performance Achievement
Humana

Job Info

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Description

The successful leader will work across the enterprise with senior executive leaders, and partner with the Associate Experience leader, to deliver a vision, strategy and roadmap for Humana's "Contribute" Experience, including end-to-end planning for the Executive and Associate "Perform" and "Feedback" journeys, preserving and enhancing moments that create the most value. She/he will drive for excellence in every effort, leading the evolution of the performance management capability to align with company strategy requirements, delivering capability at scale to all segments of the company, across Insurance and Clinical segments, as well as all Enterprise functions. She/he will advise senior leaders across the enterprise on matters related to the evolution of performance measurement across the company.

She/he will also provide strategic advice to functional teams across the enterprise, while integrating with Compensation to deliver seamless execution of annual performance processes, including goal setting, regular feedback and development check-ins, and year-end processes. This leader will operate independently to architect and execute plans evolving the Talent performance processes, while ensuring the target state design is aligned with Corporate Strategy needs. She/he will also assure the change management efforts are bringing the entire organization along, establishing plans to communicate with Associates and Leaders at all levels of the company, while keeping key stakeholders involved at key points in the design and execution. To accomplish this successfully, this leader must be highly skilled with broad, and contemporary, expertise in organizational and human behavior performance.

Outcomes measured will be tracking the acceleration of performance activation to increase individual accountability to enterprise shared success measures (as outlined in the Corporate strategy), as well as evolving the feedback loops for each associate to be equipped with the data and insights required to perform and develop in their respective roles. As efficient processes are executed, this leader will use an Experience Design approach to drive continued evolution of Candidate and Associate listening, capture / apply workforce data to drive insights, and elevate industry-leading capabilities.

She/he must lead with and embrace a continuous learning mindset, fueled by data insights, and take informed risks based on those data inputs. She/he will pursue disruptive technology to optimize productivity, democratizing data and delivering simplified, personalized experiences for our Associates and Leaders as "consumers" of the performance management process.

The successful person in this role will lead with an enterprise perspective, demonstrating effective influencing skills by operating with integrity and candor, and speaking up about ways we can improve. Because performance activation is critical to the success of each Business segment's operational execution, the successful leader will demonstrate a passion for a customer-centric approach of the team, putting the Business, Leader and Associate needs first to create simple and meaningful experiences.

She/he will build trust through a transparent, caring and authentic appreciation for the unique characteristics, background and beliefs of team mates and stakeholders. She/he will develop leadership talent through coaching and real-time, candid feedback and build a culture of high performance and high engagement on the team.

Responsibilities

• Accountable for Humana's Performance Management function, including setting Performance Management functional strategy and aligning with Corporate Strategy, considering broader goals of the enterprise and business needs, ensuring synergies between the two, including:
  • Design strategy, philosophy and roadmap for enhanced design of current practices
  • Establish design requirements and capabilities to inform epics for enhanced technology functionality across the end-to-end cycle of performance management (goal setting, feedback and year-end)
  • Ideate solutions (mindset, people, process and technology initiatives) that will positively impact outcomes and metrics, as well as align with Humana strategic, HR functional or team goals
• Responsible for all aspects of operational and technical execution for goal setting, performance and development feedback, and year-end performance processes for the company. Includes:
  • Collect and synthesize voice of the customer, including MT and senior leadership strategic intents
  • Design, create and communicate impactful reporting/data analytics that advance the re-design of performance management processes, and accelerates Corporate Strategy outcomes
  • Manage stakeholder needs, educating and responding to questions in regards to changed processes and operational execution throughout the year
  • Program manage the roadmap of functionality deployment on a continuous basis as enhancements are deployed, engaging in partnership with HRIS team to deliver Workday support on related performance management functionality
  • Lead the creation and deployment of enterprise communications, to assure CEO, MT and all leaders and associates are aware and aligned to the Performance Management process and continuous changes in process and system enhancements
  • Lead the creation/updating of resources for Leaders and Associates to leverage as they execute the performance management process
  • Conduct support for related HR partners, as they execute and deploy processes in segment and functional areas across the company
• Collaborates and builds trust with counterparts (I&D, Strategic HRBP, Associate Experience, Compensation, etc.) to develop Performance Management priorities and execute against Business needs, specifically:
  • Partners with Compensation to mature the end-to-end performance system in the most impactful way, aligning the capability to accelerate Corporate Strategy outcome
  • Partners with the Associate Experience leader to design the vision, strategy and roadmap for the Contribute Experience
• Applies Design Thinking mindset to continuously capture and apply the voice of the customer to identify consumer groups (personas) and consider their unique needs, preferences and experiences, including breakdowns in the experience, through the journey at that point in time
• Maintains relationships with key stakeholders across the enterprise to identify needs and translate to potential work efforts and initiatives
• Manages Acquisition integration efforts to align performance management practices across newly acquired teams

Required Qualifications

• 12+ years leadership experience in a mid-sized to large organization
• Experience demonstrated in Design-thinking and methodology for product or process design
• Strong analytical acumen
• Experience influencing and leading at an Enterprise level, across a multi-product and national/multi-national organization
• Experience presenting and influencing at the C-suite level

Preferred Qualifications

• Experience with performance management processes in an Clinical environment

Additional Information
Location: Louisville, KY; Boston, MA; Washington, D.C. preferred
Open to national, virtual location for the right candidate

Scheduled Weekly Hours

40

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