Humana
Health care provider prizes skills, talent honed in the military.
By Dan Fazio

Humana Inc. is one of the nation’s largest publicly traded health and supplemental benefits companies, with more than 11.7 million customers across the United States. The company offers a wide array of health and supplementary benefits plans for employer groups, government programs and individuals.

Humana Military Healthcare Services, a subsidiary of Humana, is a Department of Defense contractor for the TRICARE program, providing health benefits services to about 2.8 million active duty and retired military and their family members in the 10-state South Region and Puerto Rico.

But Humana doesn’t just serve the military. The company is actively scouting for transitioning service members. G.I. Jobs spoke to Vikki Streeter, military programs recruiter for Humana, and asked her why the company prizes separating service members, how veterans can best prepare for civilian employment and how to GET HIRED™.

GIJ: What do veterans bring to your company that you like?

HUMANA: There are many characteristics in veterans that Humana finds valuable. We have created a junior officer recruitment and development program because we value the leadership, drive and accountability, as well as the many other exceptional qualities that these candidates bring to the table.

GIJ: What issues/surprises do you find that military transitioners/veterans need to be aware of when entering the civilian work force?

HUMANA: In my experience, most are very surprised by how difficult the transition can be from military culture to corporate culture. The junior officers we’ve hired are accustomed to leadership roles in the military and with having very clear-cut chains of command. Navigating our complex cross-functional environment can be a bit intimidating at first.

GIJ: What advantages do military personnel have over their peers of the same age and education level?

HUMANA: We’ve seen a maturity and a willingness to roll up their sleeves and get the job done. Those qualities combined with their real-world leadership experience give them a competitive edge.

GIJ: What disadvantages do you find military hires are up against in their civilian job searching?

HUMANA: Sometimes recruiters and hiring managers without a military background find it hard to draw connections between what the military hires have done in the military and how that would translate to a corporate role.

GIJ: What are the most common mistakes you see on military/veteran résumés?

HUMANA: Having a résumé that is too heavily laden with acronyms and military jargon makes it difficult for corporate recruiters to understand how an individual could contribute in the corporate world.

GIJ: What are the most common mistakes military/veterans make in interviews?

HUMANA: There seem to be two extremes – either they are overly prepared and give answers that sound canned, or they are underprepared and try to “wing it” in the interview.

Another common mistake is not having at least some idea of what they want to do or are good at. Many of the junior officers I’ve interviewed want to come in as managers. While we appreciate the leadership skills they have, we need for them to learn our business before we put them in a leadership role. So, understanding their personal strengths and areas of interest help recruiters to know where in our business they would best fit.

GIJ: Do most military candidates dress appropriately for their interviews?

HUMANA: Absolutely!

GIJ: How would you recommend a military candidate research your company to see if it is the right company for them?

HUMANA: Spend a lot of time on the company website. Read the investor relations pages. Then if you work with a company recruiter, be sure to really study any materials he or she sends you. If you know anyone who works at the company you’re researching talk to them about the environment and what their experience has been. Also, when you interview, be prepared with thoughtful questions. Finally, be willing to accept that not every company is going to be a good fit for you and look for those that truly are.

GIJ: Is relocating essential to promote within your company?

HUMANA: Generally, no. We hire most of our JOs into our Louisville locations. Some have relocated or worked abroad for a period of time or as a result of a promotion.

GIJ: What types of positions does your company recruit military for?

HUMANA: In our JO recruitment program we have hired the majority as project managers, but we’ve also hired some analysts and some into sales roles.

GIJ: Describe the responsibilities of one of these positions.

HUMANA: Project managers are typically responsible for keeping projects on time and on budget. Projects can be fairly small, short-term projects, or they can be huge, longer term projects. Project managers work on cross-functional teams and typically facilitate project meetings, timelines, budgets, etc.

This role takes someone who is great at building relationships and who can lead through influence since most of the people on a project team do not report directly to the project leads.

GIJ: Can a new hire stay in this position for an entire career or do you require new hires to “move up or move out” like the military does?

HUMANA: Humana does not have an “up or out” policy. We do ask new hires to remain in their roles for a year before they move on.

But part of the beauty of working for Humana is that you have ownership of your career. There is plenty of room to grow for those who desire more responsibility. Or, if you like being an individual contributor, we value and even reward lateral moves that help build your competencies and add value to the organization.

GIJ: Are there any military/veteran specific programs at your company?

HUMANA: Through our junior officer recruitment and development program we seek the top 10 to 20 percent of JOs separating from the military. Humana values the experience and characteristics of these men and women and is in the process of creating an accelerated development program to help the individuals hired through this program to learn our business more quickly and to develop their professional skills.

GIJ: Are there any other special non-military specific incentives that might interest military new hires?

HUMANA: Humana has a very competitive and robust benefits package. We do offer tuition reimbursement, adoption assistance, a host of wellness benefits, competitive 401k and health benefits, as well as many other benefits. Humana has also been recognized as a 5-Star Employer by the Employer Support of the Guard & Reserve Organization for our generous benefits to reservists.

GIJ: Describe the typical career progression for someone in this position.

HUMANA: There really is no “typical” career progression. Some of our JOs have moved into leadership roles, some have taken on expansion roles, and some have been promoted with the organizations they started in. At Humana, you decide where you want to go. Humana rewards strong performers and offers an environment where you can, to a great degree, control your own destiny.

GIJ: How has your company benefited from an active military-hire program?

HUMANA: The JOs we’ve hired over the last few years have had an opportunity to come into the organization and make a positive impact. They bring fresh ideas, strong performance, and in many cases, can help raise the bar in terms of talent and performance on the teams in which they work.

GIJ: Do you look for any specific educational requirements for this position?

HUMANA: As it is a JO program, they all have bachelor’s degrees at a minimum.

GIJ: What type of educational experience do you look for in military candidates?

HUMANA: We like to see some sort of leadership experience while in school, as well as those that have participated in competitive sports. Those are not requirements, but we do notice a difference in those candidates that have continuously sought to push themselves and who have pursued additional education in the form of an advanced degree.

GIJ: How many military veterans work in your company and what percentage of the total work force does this comprise?

HUMANA: We do not have any way to track this number definitively as it is self-reported.

GIJ: Did any of the senior executives in your company serve in the military? If so, can you provide names and titles?

HUMANA: We do have some vice presidents and directors in various capacities throughout the organization who have served in the military.