Jobs / United States / Humana INC
Senior Strategy Advancement Professional
Humana INC · 🇺🇸 Work at Home - Pennsylvania
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 roles1 certified filing for “Senior Strategy Advancement Professional” (Management Analysts) in NC: $125k–$125k, median $125k. Most were filed at wage level I (100%) — 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 Senior Strategy Advancement Professional provides data-based strategic direction to identify and address business issues and opportunities. Provides business intelligence and strategic planning support for business segments or the company at large. The Senior Strategy Advancement Professional work assignments involve moderately complex to complex issues where the analysis of situations or data requires an in-depth evaluation of variable factors. As a Senior Strategy Advancement Professional, you will independently support and manage strategic projects and workstreams focused on workforce, talent, organizational, and HR transformation priorities. You will partner with HR leaders, business partners, subject matter experts, and cross-functional teams to clarify business needs, gather and synthesize insights, evaluate potential solutions, and develop recommendations that help move priorities forward. This role requires strong independent judgment, adaptability, and the ability to translate complex information into clear, actionable recommendations. You will apply advanced knowledge and established best practices to address moderately complex business challenges, proactively identify opportunities for improvement, and help teams translate strategic direction into practical plans and measurable outcomes. Key Responsibilities • Independently manage strategic projects and workstreams addressing workforce, talent, organizational, and HR transformation opportunities, establishing work priorities and timelines while managing deliverables, risks, and dependencies. • Partner with HR and business stakeholders to assess moderately complex or evolving business challenges, clarify needs, define objectives, and identify key questions and measures of success. • Conduct and synthesize quantitative and qualitative analysis, including internal data, external research, leading practices, and stakeholder perspectives, to identify insights and develop well-supported recommendations. • Develop strategic recommendations, project roadmaps, implementation plans, and business cases that connect people priorities to business needs and help teams move from strategy to execution. • Facilitate stakeholder interviews, working sessions, and cross-functional discussions to gather perspectives, test assumptions, address issues, and build alignment around recommended approaches. • Create clear, compelling presentations, written narratives, and decision materials that synthesize complex information and communicate key insights, recommendations, expected outcomes, and next steps. • Coordinate with HR centers of excellence, HR business partners, technology, finance, and business teams to manage dependencies, connect related work, and support effective implementation. • Establish project milestones and performance measures; monitor progress, proactively identify risks or barriers, and recommend adjustments to processes or approaches to support successful outcomes. • Support the People Innovation team in evaluating new requests and opportunities by assessing strategic alignment, potential impact, feasibility, and expected value. • Identify and recommend improvements to processes, tools, and approaches that strengthen the effectiveness of People Innovation initiatives and may benefit multiple projects or HR functions. • Contribute advanced knowledge and perspectives to the team, constructively challenge assumptions, share best practices, and provide guidance or coaching to colleagues when appropriate. Attributes for success: • Strong judgment and problem-solving skills, with the ability to apply prior experience and leading practices to new or evolving challenges. • Ability to adapt quickly to chang