The Executive Recruiting Lead at Humana is responsible for managing the entire executive recruitment process, collaborating with senior leaders to attract top talent for critical positions. This includes sourcing candidates, conducting pre-screens, managing relationships with third-party search firms, and ensuring a smooth onboarding process. The Lead also advises on hiring strategies and guarantees a high-touch candidate experience while focusing on diversity and inclusion.

To qualify for the Executive Recruiting Lead position at Humana, candidates should have a minimum of 10 years of recruitment experience, including at least 5 years in executive recruiting either in-house or with a search firm. A deep understanding of executive compensation terms and the ability to negotiate effectively within publicly traded organizations is crucial. Strong communication skills and experience managing relationships with senior executive leaders are also essential.

The Executive Recruiting Lead at Humana plays a vital role in promoting diversity and inclusion throughout the recruitment process. This includes implementing diverse sourcing strategies, ensuring that candidate searches are aligned with inclusion initiatives, and creating a differentiated candidate experience that values varied backgrounds and perspectives.

A typical work week for an Executive Recruiting Lead at Humana involves collaborating with HR team members and business leaders to align on candidate sourcing strategies, conducting candidate evaluations, and participating in talent acquisition initiatives. The Lead manages multiple high-stakes searches concurrently, engages with stakeholders to ensure seamless coordination, and may also work on special projects related to HR enhancing overall talent management.

While the required experience focuses on executive recruiting, preferred candidates for the Executive Recruiting Lead role at Humana should ideally have a Master’s degree and experience within the health solutions or insurance industries. Knowledge in talent management and succession planning is also a big plus, as this helps in aligning executive searches with organizational needs.

When answering this question, highlight your relevant recruitment background, particularly focusing on the executive level roles you've filled. Mention specific industries you've worked in, the types of roles filled, and describe the strategies you've used to attract high-level talent. Emphasize any successful placements you've made, particularly in sensitive or executive contexts.

Discuss your approach to building trust and credibility with senior leaders. This can include regular communication, understanding their hiring needs, and aligning your recruiting strategies with their business goals. Share examples of how you have successfully partnered with executives in previous roles to drive hiring strategies.

Talk about key performance indicators such as time-to-fill, candidate quality, retention rates, and diversity hiring statistics. It's important to mention how these metrics inform your recruiting strategy and decision-making processes, ensuring alignment with organizational goals.

Describe your methods for staying updated on industry trends, such as subscribing to relevant publications, attending industry conferences, leveraging professional networks, and conducting regular market research. Discuss how this knowledge impacts your recruiting effectiveness.

Provide a detailed account of a challenging search, explaining the obstacles faced, the strategies you implemented to overcome these challenges, and the ultimate outcome. Highlight your problem-solving skills and your ability to adapt your approach to meet the unique needs of the search.

Discuss various sourcing techniques, such as leveraging social media, networking events, and personal referrals. Share how you've built passive candidate pipelines in the past and the importance of maintaining relationships with potential future candidates.

Emphasize your commitment to communication, transparency, and timely feedback. Describe your methods for engaging candidates at every stage of the recruitment process, ensuring they feel valued and informed about their application status.

Explain your strategy for negotiations, such as understanding market compensation trends, considering the candidate's expectations and motivations, and maintaining alignment with the company's compensation framework. Mention how you've successfully navigated previous negotiations.

Discuss your approach to maintaining confidentiality throughout the search process, including the types of protocols you follow and the importance of discretion when dealing with sensitive candidate information. Provide an example showing your ability to manage such searches effectively.

Talk about your personal commitment to diversity and inclusion, illustrate how you've incorporated these principles into your recruiting practices, and share outcomes you've achieved in fostering a diverse candidate slate. Highlight any specific initiatives you've led to promote diverse hiring.