Jobs / United States / Humana INC
Principal, Provider Network Transition Strategy
Humana INC · 🇺🇸 Remote Nationwide · Remote
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 260 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 130 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Humana INC paid sponsored hires in similar roles3 certified filings for “Senior Corporate Strategy Analyst” (Management Analysts) in VA: $130k–$144k, median $131k. Most were filed at wage level I (67%) — 1 lottery entry, ≈15% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Humana INC
The US Department of Labor certified 260 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 130 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Humana INC →
About the role
Become a part of our caring community The Principal, Provider Network Transition Strategy serves as an enterprise leader responsible for developing and advancing Humana's strategy for significant provider network changes and disruption events. This highly visible individual contributor role partners across Provider Contracting, Market Operations, Member Experience, Stars, Sales, Service, Compliance, and executive leadership teams to assess risk, develop mitigation strategies, and improve organizational readiness related to provider network transitions. The Principal leads complex, enterprise-wide initiatives that influence member access, provider experience, business performance, and operational outcomes. Success in this role requires deep provider network expertise, strong executive presence, and the ability to drive results through influence in a highly matrixed environment where execution is performed across multiple business areas. The Principal, Provider Network Transition Strategy is responsible for leading strategic programs that support Humana's readiness and response to provider network changes, including provider terminations, large-scale provider transitions, and other events impacting member access and provider relationships. As a recognized enterprise subject matter expert, this role works across organizational boundaries to identify risks, improve business processes, and build a Provider Network Transitions Program that enhance the provider, member, and associate experience. The Principal partners closely with senior leaders to evaluate operational, regulatory, financial, and member impacts while helping the organization execute coordinated responses to provider network change. This role does not directly own operational execution. Instead, the Principal drives enterprise alignment, facilitates decision-making, and influences outcomes through partnership with leaders across multiple business functions. • Lead Humana's enterprise strategy for provider network transition and disruption management initiatives, including assessment of member, provider, operational, regulatory, and business impacts. • Serve as the enterprise lead for provider termination and provider network transition programs, ensuring cross-functional alignment and organizational readiness. • Partner with Provider Contracting, Market Leadership, Member Retention, Stars, Provider and Member Service, Compliance, Provider Network Operations, and other key stakeholders to develop and implement mitigation strategies. • Proactively identify emerging provider network risks and opportunities, developing recommendations for senior leadership regarding readiness, response, and enterprise prioritization. • Drive initiatives that improve provider and member experiences during periods of provider network change while reducing operational friction and execution risk. • Facilitate executive governance and decision-making processes related to provider network transitions and enterprise risk mitigation. • Develop and maintain enterprise visibility into significant provider network events through reporting, analytics, executive communications, and performance monitoring. • Utilize data and business insights to evaluate downstream impacts of provider network changes on member retention, access to care, network adequacy, Stars performance, service operations, and overall business performance. • Lead cross-functional efforts to simplify processes, improve coordination across teams, and strengthen enterprise capabilities related to provider network transitions. • Influence leaders and stakeholders across a matrixed organization to drive accountability, remove barriers, and achieve desired business outcomes without direct operational ownership. • Advis