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New York, New York, United States
Hybrid
What you will own
Product ownership: Own the discovery, definition, and delivery of an AI product or capability. Write the PRD, define the target-state (north-star) vision, and drive it from concept through prototyping, evaluation, and launch.
Business discovery: Work directly with business partners to understand their operations, map the service end to end, and turn real problems into scoped AI use cases with a clear value proposition.
Hands-on prototyping: Build working prototypes and demos yourself with AI tools (for example, Claude Code, Cursor, OpenAI Codex) to test feasibility and value.
Requirements and scoping: Turn validated use cases into clear, buildable requirements, user stories, acceptance criteria, edge cases, and success metrics, so engineers, data scientists, and designers know exactly what "done" and "good" mean. Shape the end-to-end user experience with design, since enterprise adoption lives or dies on usability.
Delivery and execution: Drive the build from prototype to production and own the backlog, sequence the work, make scope and tradeoff calls as models and constraints shift, unblock the team, and keep momentum from first demo through launch and iteration.
Evaluation and quality: Build golden sets and ground truth, run offline and live evals, choose appropriate metrics (accuracy, precision, recall, F1, task success, hallucination rate), and use results, including LLM-as-judge where validated, to decide what ships and to measure impact.
Solution architecture: Support high-level architecture and feasibility discussions with engineering, while owning the required prompt engineering and/or skill creation components of the AI harness.
Cross-functional delivery: Partner with engineers, data scientists, and designers to deliver against roadmap and milestones, and contribute to shared playbooks, skills, and patterns.
Governed delivery: Prepare the documentation, scorecards, and technical detail needed to move your solution through Humana's enterprise AI governance (AIRB, LRC, Responsible AI Council).
Communication: Communicate progress, requirements, trade-offs, ROI, and eval results clearly to business and technical stakeholders.
Required Qualifications
Preferred Qualifications
Additional Information
All AI solutions must comply with Humana’s Enterprise AI Governance Framework and undergo full review at designated stage gates.
Work Style and Location: This position follows a hybrid work schedule, requiring employees to work three days per week in the office and the remaining days remotely. Qualified candidates must currently reside within, or be willing to relocate to, a commutable distance from our office in New York, NY.
#enterpriseAI
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, 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.
