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Provides executive leadership to Humana. Humana is a ~$110B (#38 on Fortune 500) market leader in integrated healthcare with a clear, defined purpose to help people achieve lifelong well-being. The organization consists of our Insurance business (Medicare Advantage, Medicare Supplement, Medicaid, Tricare) and Centerwell business (PCO, Pharmacy, Home Health) focused on providing our members with the highest quality products with a seamless, integrated experience that is industry leading. With the population of Medicare eligibles growing, our industry is also poised for continued growth. We are seeking a talented leader to lead the finance team that directly supports the President of Enterprise Growth and his direct reports. This senior level finance role will report to the SVP and CFO, Insurance Services and will provide financial leadership across multiple teams focused on driving growth for the enterprise. The groups supported include, IFG, Distribution/MarketPoint, Marketing, Membership Growth and Strategy, Consumer Experience, and our Call Center. The role will be focused on building and refining models that will help prioritize investments that drive financial value, build key relationships with all business stakeholders, analyze and track financial performance results, and evaluate total enterprise value for all financial results. Focus is on driving Enterprise Value. Use your skills to make an impact

Specific responsibilities include:

• Leading and building out teams (~25+ FTE) that will support work driven by the Enterprise Growth Team.
• Drive outcomes and accountability for the budgets (Marketing, Commissions, and Other Operational Costs) that amount to ~$5B.
• Deliver results and insights balancing short-term and long-term financial planning and growth opportunities.
• Three teams are focused on 1) IFG/MarketPoint, Distribution Analytics, 2) Enterprise Analytics on Lifetime Value 3) Marketing, Digital, and Integrated Health.
• Strategy enabler / thought partner to business around new initiatives and impact.
• Full Financial Responsibility for IFG, MarketPoint, and the build out of an agnostic business that will include Field Sales, Agnostic Call Center, and Digital Agnostic business.
• Responsibility for Forecasting, Budget Development, Variance Explanations during the year, 5 year Planning for the Enterprise Growth organization.
• Partner to the business on building key financial analytics: Next Best Action marketing initiative, Life Time Value (LTV) modeling, NPV and ROI analysis of spend, evaluating total Enterprise Value of investments.
• Work with the business to analyze impacts of distribution channel mix and profitability.
• Create various NPV models for different cohorts of data: Segment, Distribution Channel, Product, etc.
• Helps evaluate returns on technology investments lead and created by the Enterprise Growth Team.
• Prepares and presents financial findings, analytics, and tracks the results of investment decisions made across team.
• Provides financial picture of decisions made and drive discussion for forecasting, budgeting, and long-term planning.
• Produces reports to track financial decisions made.
• Run ad-hoc analyses for the business when needed.
• Key partner to drive decisions and facilitate trade-off discussions based on data and analytics on investment returns.
• This would include discussions across the various business units (Insurance and CenterWell).
• Responsible for establishing key relationships with operational executives and the development of analytics to drive optimized spend for the organization for marketing and distribution costs; Help drive business cases for test and learns, track performance, and make recommendations for what should move forward.
• Present to multiple MT members regularly (President of Enterprise Growth, CFO, Corporate Strategy, CIO, and CEO) the results of financial analytics and provide recommendations to drive long-term strategy value for the Enterprise.
• Verifies and analyzes financial information, trends for marketing/distribution spend, and other economic indicators so that the senior leadership team for Enterprise Growth has accurate and timely information for making strategic and operational decisions (incl. potential acquisitions, additional marketing spend, distribution channel investments, etc.)

• The VP, FP&A Enterprise Growth should have a minimum of 15 years’ progressive financial leadership experience.
• Hands-on financial experience in a large-cap operational / business partnering finance capacity is required; ideally including ownership of functional budgets, such as Marketing.
• Financial Planning and Analysis, financial modeling, understanding of Marketing returns, actuarial and/or accounting experience is valuable.
• The ideal candidate will also be/have:
• Experience leading a global function or P&L in a Fortune 500.
• Connects the dots and drive storytelling, presenting, painting the picture to aide in understanding and decision making.
• Ability to get deep in the weeks but then pull that back up and anticipate the questions/issues that folks will ask - help "look around the corner."
• Ability to build and lead a team, constantly developing talent within the organization.
• Strong bias for change, with a record of success in driving change and implementing best practices.
• An innovative mindset, with a strong drive to challenge the status quo, and demonstrated resilience in managing change and transformation.
• Strong analytical skills and the ability to identify and solve complex data-related problems.
• Excellent oral and written communications skills, including the polish, poise, and executive presence that will ensure effective interaction with senior and executive level audiences.
• Current or recent experience in a large, highly matrixed company (i.e., Fortune 150), with proven ability to influence leaders and key stakeholders in such an environment.
• Highly collaborative mindset and excellent relationship-building skills, including the ability to engage many diverse stakeholders and SMEs and win their co-ownership in the outcome.

• An undergraduate degree in a relevant discipline is required.
• A CPA/MBA or Actuarial certification is a plus, but not required.

• To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested.
• In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs.
• Humana reserves the right to require associates to upgrade their internet service if necessary.
• Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.

• While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.

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08-24-2026

Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it.

These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large.

Learn more about what we offer at Humana.com and at CenterWell.com.

It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status.

It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements.

This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.