Jobs / United States / Humana INC
Director, HR Business Partner
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 roles4 certified filings for “Senior Business Intelligence Engineer” (Data Scientists) in KY: $105k–$141k, median $105k. Most were filed at wage level III (50%) — 3 lottery entries, ≈46% 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 Director, HR Business Partner leads the people agenda for Humana Military by aligning talent strategy with business strategy and converting business priorities into organization, leadership, workforce, and culture outcomes. The role supports both the successful execution of the current TRICARE business and readiness for future growth, including VACCN and other strategic opportunities. The Director serves as a trusted accountability partner to senior leaders, helping shape business decisions and ensuring Humana Military has the capabilities, talent, leadership, organization, and culture required to deliver current contract commitments and long-term growth. The Director represents the voice of the business across HR, orchestrates integrated support from HR Centers of Excellence, and maintains a disciplined focus on measurable business and workforce outcomes rather than transactional HR delivery. Primary Responsibilities and Accountabilities 1. Align Talent Strategy with Business Strategy Own the end-to-end talent strategy for the aligned Humana Military business and connect talent decisions directly to business, contract, operational, and growth priorities. · Translate TRICARE performance priorities, VACCN readiness, and other strategic opportunities into skills, workforce, leadership, and capability requirements. · Define build, buy, borrow, and partner approaches for critical capabilities, including internal mobility, external hiring, targeted development, and enterprise talent movement. · Lead talent reviews, succession planning, performance and potential discussions, critical-role coverage, high-performer retention, early-career strategy, and targeted development actions with a clear accountability cadence. · Identify critical workforce and skill gaps early, including emerging capability needs, and convert those insights into actionable workforce and talent plans. · Use business and workforce measures such as productivity, cost of turnover, time to productivity, talent movement, engagement, and workforce investment to frame choices and assess impact. 2. Drive Exceptional Organizational Effectiveness Design and strengthen the organization required to execute strategy, sustain current performance, and scale for future demand. · Lead organizational design, operating-model evolution, spans and layers analysis, role clarity, decision rights, governance, and proactive organizational hygiene. · Diagnose organizational health and implement targeted interventions that improve accountability, decision speed, team effectiveness, quality, and execution. · Design holistic workforce plans that connect work, skills, capacity, talent, structure, and labor investment. · Help leaders balance operational continuity, cost effectiveness, customer outcomes, compliance, and future scalability. · Clarify responsibilities and handoffs across TRICARE, VACCN, shared capabilities, and enterprise partners when work is interdependent. 3. Strengthen Leadership Capability Serve as a trusted accountability partner who strengthens executive judgment, leadership behavior, succession depth, and team effectiveness. · Advise and coach senior leaders on business decisions, organization choices, leadership behavior, talent actions, and change execution. · Improve the quality, candor, and frequency of feedback and reinforce accountability for leadership and talent commitments. · Identify high-potential talent early and accelerate succession pipelines for roles critical to current operations and future growth. · Assess leadership capacity against business demands and ensure leadership capability develops ahead of workforce expansion. ·