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Humana is seeking a Manager, Full Stack Engineering for our Wisconsin Medicaid Market who is equally passionate about leading people and building technology. This is a hands-on working manager role where you'll spend much of your time designing, coding, reviewing, and delivering solutions alongside a small team of engineers. Just as important, you'll lead, coach, motivate, and develop the people doing that work. Technical credibility gets someone into the conversation. The ability to connect with people and make them want to follow is what will make someone successful here.
We're looking for a dynamic, highly engaged leader who genuinely cares about people and shows it. This leader knows team members as individuals, sees potential they may not yet see in themselves, and invests the time to help them grow. They lead with empathy and kindness, bring energy and optimism into the room, and create an environment where people feel valued, challenged, supported, and connected to a shared purpose. They listen closely. They ask thoughtful questions. They notice when someone is struggling, and they act.
This leader also understands that change is both technical and deeply human. They'll help the team make sense of why change is needed, involve people in shaping the path forward, acknowledge uncertainty honestly, and remain present when the work gets difficult. They'll know when the team needs clarity, when someone needs coaching, and when a little humor or levity can help people reset. This doesn't mean being the loudest person in the room. It means being genuine, self-aware, visible, and able to create energy and belief in others. They're also comfortable learning in the open. They ask questions, admit when they don't know, change their mind when the evidence calls for it, and let the team see that strong leadership doesn't require having every answer.
In this role, you'll partner with other deliver leaders to oversee full-stack development across two health plan technology environments, including Microsoft-based applications, Azure cloud services, Dynamics 365, and modern DevOps platforms. You'll drive modernization, improve reliability and security, reduce technical debt, and help prepare systems for future enterprise migration. Success requires a builder's mindset, sound engineering judgment, strong ownership, and an early-adopter mindset toward AI-enabled engineering. This leader will help the team move beyond occasional AI assistance toward disciplined use of coding agents and autonomous agentic engineering workflows, with people setting direction, reviewing decisions, validating outputs, and remaining accountable for quality, security, and outcomes
Key Responsibilities
•Lead people with empathy, kindness, honesty, and genuine care. Know team members as individuals, understand what motivates them, and create the trust needed for people to do their best work.
•Bring visible energy, optimism, curiosity, and engagement to the team. Help people understand why their work matters and build belief in what the team can accomplish together.
•Coach and develop engineers through specific feedback, meaningful stretch opportunities, career conversations, and consistent follow-through. Recognize potential and help people see more in themselves.
•Lead people through the human and technical sides of change. Explain the purpose, invite questions and challenge, listen to concerns, address uncertainty honestly, and help the team move forward without dismissing what people are experiencing.
•Create a team environment that is demanding, supportive, inclusive, and human. Use humor and levity naturally and appropriately, especially when the work is difficult or pressure is high.
•Handle hard conversations directly and respectfully. Set clear expectations, address performance concerns, make difficult decisions when needed, and preserve the dignity of the person involved.
•Design, build, enhance, and modernize applications, APIs, integrations, and services across multiple technology platforms.
•Remain highly engaged in hands-on software engineering, including coding, architecture, debugging, testing, and code reviews, while creating space for others to challenge ideas and lead technical decisions.
•Learn in the open and model intellectual humility. Ask for help, make uncertainty visible, invite others to teach and challenge, and change direction when new evidence shows a better path.
•Establish engineering practices and maintain high standards for software quality, security, maintainability, reliability, and performance.
•Drive modernization, cloud adoption, technical debt reduction, and platform optimization across two health plan technology environments.
•Partner with architects, product owners, business stakeholders, and peer engineering leaders to define solutions, make trade-offs visible, and set delivery priorities.
•Advance DevSecOps, CI/CD, automation, monitoring, and operational practices that help the team deliver safely and learn quickly.
•Lead the adoption of AI-enabled engineering as a core team capability, not an optional productivity tool. Help engineers use coding agents across design, development, testing, debugging, documentation, modernization, and operational support.
•Build the team's ability to use autonomous agentic engineering responsibly. Define where agents may act independently, where human review is required, how work is validated, and how engineers remain accountable for architecture, code quality, security, and production outcomes.
•Support technology strategies that prepare legacy systems for future migration to enterprise platforms.
•Ensure solutions meet security, compliance, privacy, accessibility, and healthcare regulatory requirements.
Use your skills to make an impact
Required Qualifications
•Demonstrated experience leading software engineers as people, not simply directing their work. Candidates should be prepared to share specific examples of developing talent, motivating a team, giving candid feedback, managing performance, and helping individuals grow into larger responsibilities.
•A leadership approach grounded in empathy, kindness, trust, accountability, and genuine interest in people as individuals. This must show up in how the candidate listens, makes decisions, communicates, and follows through.
•A dynamic and engaging leadership presence. The ability to create energy, connection, and shared purpose without relying on title, authority, or being the loudest voice in the room.
•Evidence of helping teams remain motivated and connected during difficult work, ambiguity, competing priorities, or sustained delivery pressure.
•Experience leading significant technology change while addressing both the technical work and the human impact. This includes explaining why the change matters, listening to resistance or concern, involving people appropriately, and helping the team build confidence in the path forward.
•Strong self-awareness and emotional maturity, including the ability to discuss leadership mistakes, difficult feedback received, lessons learned, and specific changes made as a result.
•Experience building trust across different personalities, working styles, backgrounds, and levels of confidence, including creating room for quieter voices and constructive disagreement.
•The judgment to bring optimism, humor, and levity into the workplace naturally and appropriately without minimizing a serious concern or putting another person down.
•Current hands-on full-stack engineering experience, with the ability to contribute to architecture, coding, debugging, testing, code reviews, and technical problem solving.
•Sound engineering judgment and genuine intellectual humility. The leader must be comfortable not being the smartest person in the room, learning in front of others, asking questions without defensiveness, sharing credit, and changing a position when someone else has a better answer.
•Evidence of creating a learning culture where experiments, incomplete ideas, mistakes, and lessons are discussed openly without lowering the standards for preparation, judgment, or accountability.
•An early-adopter mindset toward AI-enabled engineering, backed by examples of personally experimenting with emerging tools, applying them to real engineering work, learning from failure, and helping others adopt new practices.
•Experience using or leading engineering work with coding agents, multi-agent workflows, or autonomous agentic development. Candidates should be able to explain how people set intent, constrain the work, review agent decisions, validate outputs, and remain accountable for the result.
•Experience designing and delivering secure, reliable applications, APIs, integrations, and cloud-based services using modern software engineering and DevSecOps practices.
•Clear written and verbal communication skills, including the ability to translate technical choices, risks, and trade-offs for engineers, business partners, and senior leaders.
•Experience partnering across engineering, architecture, product, security, operations, and business teams to move complex work from idea through production support.
Preferred Qualifications
•Experience with Microsoft .NET technologies, Azure services, Dynamics 365, GitHub or Azure DevOps, CI/CD, automated testing, observability, and secure software delivery.
•Experience modernizing legacy applications and integrations while supporting active business operations.
•Experience in healthcare, Medicaid, regulated environments, or technology supporting multiple business entities or health plans.
•Practical experience introducing AI-enabled engineering into software delivery, including coding agents or autonomous agentic workflows with clear human direction, review, testing, security controls, and accountability.
What Success Looks Like
•People know their leader cares about them, understands what motivates them, and will be honest with them, including when the conversation is difficult.
•Engineers can explain what they're building, why it matters, and how their work connects to the people and business they support.
•Team members receive specific coaching, take on larger challenges, and can point to how their leader helped them grow.
•The team stays connected and purposeful through technical change, uncertainty, and delivery pressure because the leader addresses the human impact instead of treating change as a project plan.
•Meetings and working sessions have energy. People participate, challenge ideas, laugh sometimes, and leave knowing what matters and what happens next.
•Technical decisions are thoughtful, transparent, and shared. The team isn't dependent on the manager having every answer.
•The leader learns visibly. People see questions being asked, assumptions being challenged, mistakes being acknowledged, and better ideas winning regardless of who brought them forward.
•The team delivers secure, reliable solutions while steadily reducing technical debt and improving engineering practices.
•AI-enabled engineering is part of how the team works. Engineers use agents to take on meaningful portions of delivery, while human judgment, review, testing, and accountability remain built into the process.
•People experience the team as demanding in the right ways, supportive when it matters, and human enough that hard work doesn't have to feel joyless.
This role can be based in any Humana Talent Hub: Arlington, Boston, Chicago, Dallas, Fort Lauderdale, Louisville, Nashville, New York City, or Tampa. The position requires onsite work at least three days per week.
Scheduled Weekly Hours
40
Pay 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