Louisville, Kentucky, United States
Onsite
Responsibilities
Provide technical leadership and subject‑matter expertise for the enterprise Windows endpoint platform, including physical, virtual, and cloud‑hosted Windows environments.
Own and influence the Windows roadmap, lifecycle management, and adoption of new Microsoft capabilities, ensuring alignment with business, security, and user experience goals.
Lead the design, implementation, and ongoing optimization of Windows endpoint management solutions using technologies such as Microsoft Intune, Configuration Manager, and Group Policy.
Drive device deployment strategies leveraging Operating System Deployment (OSD), Windows Autopilot, and modern provisioning approaches across physical and virtual platforms including Hyper‑V, ESX, Windows 365, and Azure Virtual Desktop.
Partner closely with security teams to design, deploy, and maintain secure Windows configurations, including device hardening, policy enforcement, identity integration, and compliance controls.
Manage OEM hardware standards for Windows endpoints, including BIOS configurations, driver lifecycle management, firmware updates, and hardware‑level security capabilities.
Lead and execute proof‑of‑concepts and proof‑of‑value initiatives to evaluate new technologies, capabilities, and approaches, and guide decisions for broader adoption.
Develop and maintain automation solutions using PowerShell, Python, and other scripting languages to improve reliability, speed, and consistency across endpoint operations.
Leverage automation platforms such as System Center Orchestrator, Azure Automation, Azure DevOps, and Power Platform to orchestrate workflows, reduce manual effort, and improve operational outcomes.
Oversee and enhance Microsoft Edge browser management using Group Policy, Intune, and Edge Management Service to ensure security, performance, and standardization.
Use Digital Employee Experience (DEX) tools such as Nexthink, Lakeside, or 1E to monitor, analyze, and improve endpoint performance and user experience.
Collaborate with peer platform teams (Mac, Mobile, Virtual) to define and implement cross‑platform standards, shared tooling, and consistent user experiences.
Stay current on industry and vendor trends through reputable research and advisory programs such as Gartner and Forrester, and translate insights into actionable platform improvements.
Serve as a technical mentor and escalation point for engineers, helping raise the overall maturity, consistency, and quality of Windows engineering practices.
Contribute to documentation, standards, reference architectures, and operational runbooks to support long‑term platform sustainability.
Required Qualifications
5+ years of experience managing Windows endpoints using technologies such as Group Policy, Microsoft Configuration Manager, and Microsoft Intune.
Demonstrated experience with Windows roadmap planning, lifecycle management, and deployment of new Windows capabilities.
3+ years of experience implementing new technologies through structured proof‑of‑concept or proof‑of‑value initiatives.
3+ years of experience managing OEM hardware for Windows endpoints, including BIOS settings, drivers, firmware, and security configurations.
3+ years of experience deploying Windows using Operating System Deployment, Windows Autopilot, and/or virtual platforms such as Hyper‑V, ESX, Windows 365, or Azure Virtual Desktop.
3+ years of experience securing Windows endpoints in close collaboration with security teams.
2+ years of experience tracking and applying industry and vendor trends using sources such as Gartner or Forrester.
2+ years of experience managing Microsoft Edge using Group Policy, Intune, or Edge Management Service.
2+ years of experience building automations using PowerShell, Python, or similar scripting languages.
2+ years of experience using automation platforms such as System Center Orchestrator, Azure Automation, Azure DevOps, or Power Platform.
2+ years of experience collaborating with Mac, Mobile, and Virtual platform teams to establish cross‑platform standards.
Why Humana
Humana offers a variety of benefits to promote the best health and well-being of our employees and their families. We design competitive and flexible packages to give our employees a sense of financial security—both today and in the future, including:
Work-At-Home Requirements
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 recommended; wireless, wired cable or DSL connection is suggested
Satellite, cellular and microwave connection can be used only if approved by leadership.
Employees who live and work from Home in the state of California, Illinois, Montana, or South Dakota will be provided a bi-weekly payment for their internet expense.
Humana will provide Home or Hybrid Home/Office employees with telephone equipment appropriate to meet the business requirements for their position/job.
Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Preferred Qualifications
Additional Information
Scheduled Weekly Hours
40Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Equal Opportunity Employer
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.
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