Jobs / United States / Humana INC
Senior Workforce Management Professional
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 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).
- Last confirmed live 3 days agoWhen 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 Workforce Management Professional applies and integrates advanced and predictive analysis, people metrics and reporting to develop strategic and operational insights for workforce decision-making (e.g., staffing, learning and development, talent management, diversity and human resource compliance). The Senior Workforce Management Professional work assignments involve moderately complex to complex issues where the analysis of situations or data requires an in-depth evaluation of variable factors. The Senior Workforce Management Professional is an integral member of Humana’s Workforce Management team, supporting the Grievance and Appeals Medical Directors. This role blends advanced strategic analysis with operational workforce management, focusing on both enterprise-level planning and day-to-day execution to ensure optimal staff deployment and service delivery. This role requires an individual who is willing to roll up their sleeves and own operational workforce management activities today while helping shape the future state of workforce management for the organization. Success in this role requires equal comfort with detailed execution, process improvement, data analysis, and strategic workforce planning. This role is ideal for an individual who enjoys building and improving workforce management processes. Initially, the position will focus on operational workforce management activities including scheduling, case assignment, reporting, and workforce administration. As workforce processes and reporting capabilities become more automated, the role will increasingly focus on workforce planning, operational analysis, and strategic decision support for leadership. The ideal candidate is comfortable operating in an environment where processes continue to evolve and mature. They possess the curiosity and initiative to challenge existing approaches, identify inefficiencies, and develop scalable solutions that improve operational effectiveness. They are equally comfortable managing detailed day-to-day workforce activities as they are analyzing trends, developing recommendations, and influencing workforce strategy. Key Responsibilities: • Perform short-range and intermediate forecasting for staffing needs, incorporating real-time data, utilization trends, and anticipated demand fluctuations. • Manage daily case assignment and inventory distribution while continually evaluating workload trends, skill alignment, process effectiveness, and opportunities to improve workforce performance. • Creates reporting that is applicable and useful to Physician Leadership and Medical Directors, such as productivity and handle times. • Translate workforce data into meaningful insights and recommendations for physician leadership, balancing day-to-day operational requirements with long-term workforce planning and optimization strategies. • Administer and conduct tactical capabilities such as scheduling and absence management, ensuring accuracy and compliance with established policies, as well identify efficiencies as they arise. • Assess organizational staffing, identify requirements, and recommend solutions to meet both immediate and future workforce objectives. • Provide actionable analysis of talent and staffing needs, supporting strategic and operational goals at the department and segment level. • Demonstrate comprehensive understanding of organizational strategy, departmental objectives, and their linkages to related business areas to inform workforce decisions. • Collaborate with leadership and cross-functional teams to support operational execution and strategic initiatives, leveraging strong communication and interpersonal skills. • Make independent decisions regarding work methods and