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　　The head of People Data & Analytics is responsible for the overall

　　design and delivery of people analytics and reporting strategy, as well as coordination across the Enterprise (e.g., IT, HR, Business Executives, etc.) to deliver data quality oversight, People data platform strategy, advanced analytics and modeling, as well as consulting and insights support.

　　In addition to day-to-day managerial responsibilities, the role requires significant influence across the Enterprise with a wide set of stakeholders to achieve successful HR program objectives in meeting business needs.

　　KEY RESPONSIBILITIES

　　Drive team collaboration and coordination at the leadership level, while clarifying future state ownership, roles and responsibilitiesDefine future state reporting and analytics strategy, including design and adoption of mature data governance processes that leverage automation to reduce workloadEstablish a People Data Council and create an access rights framework, as well as implement a future-state data architectureEnsure teams are staffed appropriately and have right capabilities across the ecosystem of teams necessary to deliver the full value of People Data analytics, insights and reportingIn close partnership with HR Service Excellence (Shared Services), jointly manage service catalog, operational intake process, demand and backlog prioritization, customer management and report/analysis inventoryIn close partnership with IT/Enterprise Data Architecture, accountable (primary decision-making authority) to establish People Data Architecture Strategy, and facilitate alignment and utilization of that strategy across a wide range of Enterprise leaders and teamsAccountable (decision-making authority) and responsible (working on the activity) for establishing the People Reporting & Analytics Strategy, consulting with IT, HR Service Excellence (Shared Services), HR Business partners and other key stakeholders to ensure a 'customer-back' design of the strategic outcomes and deliverablesAccountable (decision-making authority) and responsible (working on the activity) to align with the Enterprise Data Governance guardrails, while establishing a People Data Governance strategyAccountable (decision-making authority) for Data Quality Management, Master Data Management, Data Dictionary, Data Privacy & Security standards, & Data Product ManagementAccountable (decision-making authority) for MT+1 analytic support, including Enterprise dashboards, executive reporting and advanced analytics, and joint responsibility (working on the activity) with HR Service Excellence (Shared Services) to execute operational reporting (data sharing, reports and analytics, etc.) through demand prioritization, capacity planning and backlog management

　　DECISION MAKING & IMPACT

　　Advises executives to develop functional strategies on matters of significanceExercises independent judgement / decision making on complex issuesMakes recommendations to mgmt.; prioritizes for work groupDecisions have a moderate to significant impact

　　WORK COMPLEXITY AND INDEPENDENT JUDGEMENT

　　Works on problems of diverse scope & complexity ranging from moderate to substantialLeads a team / functional area in determining methods and procedures for new and reoccurring tasksHas ownership of work, milestones and proficient at aligning across multiple teams

　　AUTONOMY AND MANAGEMENT

　　Operates without direction; exercises considerable latitude in workLittle instruction on day-to-day work, general instructions on new assignments; establishes own work priorities and timelinesHighly proficient at integration and alignment across a wide set of stakeholders and business partners

　　SCOPE OF KNOWLEDGE, EDUCATION AND EXPERIENCE

　　Regularly uses new technologies, theories, conceptsAdvanced interpersonal/problem-solving skills and knowledgeUnderstanding of own department or functionUnderstanding of enterprise functions and related connection points across teams and capabilities

　　Required Qualifications

　　Typically requires Bachelor's Degree10 or more years of technical experience8 or more years of management experiencePossesses a solid understanding of how organization capabilities interrelate across departmentExperience in developing, maintaining, and collecting structured and unstructured data sets for analysis and reportingExperience in creating reports, projections, models, and presentations to support business strategy and tacticsExperience in identifying and resolving complex technical and operational problems within departmentsMust be passionate about contributing to an organization focused on continuously improving consumer experiences

　　SKILLS & COMPETENCIES

　　Extensive knowledge of best practices, industry research and benchmarking to drive value for areas of purviewStrong leadership capabilitiesKnowledge of human-centered design and design thinking best practices, industry research and benchmarking to drive value for areas of purviewAnalytical skills to ensure initiatives are fact-based and drive business outcomesAbility to influence and manage upwards to affect change among business and HR leadersDemonstrated progressive experience in leading and developing high performing teamsAbility to oversee a cross-functional team of resources across multiple locations ▪ Ability to present data and recommendations in a meaningful wayArticulate, confident and fluent communication skillsDeep understanding of managing delivery of program strategy, design, and executionBusiness acumen / Strategic business viewpoint

　　Scheduled Weekly Hours

　　40

　　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 because he or she is a protected veteran. It is also the policy of Humana to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, 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.