Director, HR Business Partner

** 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.

· Support…