The Product Owner 2 maximizes the value delivered by an Agile team by ensuring the right product capabilities are built in the right sequence, aligned to business priorities, customer needs, team capacity, budget, and delivery timelines.
This role serves as the primary liaison between business stakeholders, Product Management, and the technology team. The Product Owner provides day-to-day clarity for the Agile team, owns and prioritizes the team backlog, supports informed decision-making, and helps translate strategic objectives into actionable stories that deliver measurable value.
The ideal candidate is a collaborative, outcome-oriented Product Owner who can quickly learn complex business domains, navigate ambiguity, and manage a complex stakeholder environment across business, technology, and leadership partners. This individual should be comfortable balancing competing priorities, facilitating alignment, and ensuring the team remains focused on delivering high-value outcomes.
Key Responsibilities
Backlog Ownership
Own, prioritize, and manage a backlog of user stories aligned to features and priorities established in partnership with the Product Manager. Provide clear direction to Scrum team members on story intent, acceptance criteria, expected business value, and the desired customer experience.
Prioritization and Capacity Management
Provide value-based guidance on backlog prioritization while balancing delivery goals with objective team capacity. Partner with the Product Manager to set clear boundaries, manage tradeoffs, and avoid overcommitting the team to deliverables.
Cross-Functional Coordination
Work directly with Product Managers, Epic Owners, other Product Owners, Scrum Masters, and delivery partners to ensure the team’s output aligns with the broader product vision, epics, features, and organizational objectives.
Stakeholder and Business Owner Engagement
Build and maintain strong relationships with key stakeholders, end users, business owners, and technology partners. Manage a complex stakeholder environment by facilitating alignment, resolving competing priorities, and incorporating timely feedback into backlog decisions.
Vision and Strategic Alignment
Partner with Product Managers and Epic Owners to understand and communicate the vision for the product capabilities owned by the team. Ensure story-level delivery aligns with portfolio priorities, business objectives, and objectives and key results, where applicable.
Rapid Learning and Domain Adaptability
Quickly learn the Producer Onboarding domain, related capabilities, operational processes, stakeholder needs, and technology context. Apply new knowledge to make sound prioritization decisions, clarify requirements, and support effective delivery in a changing environment.
Team Enablement and Decision Support
Serve as the Agile team’s primary point of contact for product information, work prioritization, and day-to-day decision-making. Make informed decisions regarding backlog priorities and work methods, including in ambiguous situations, while seeking guidance when appropriate.
Use your skills to make an impact
Required Qualifications
- 3+ years of experience as a Product Owner, Business Analyst, or Product Manager in the healthcare insurance industry.
- Strong knowledge of healthcare insurance operations, including: Member enrollment, Medicare, Medicaid, and/or Commercial health plans
- Experience working in Agile/Scrum environments.
- Ability to manage and prioritize product backlogs and write clear user stories with acceptance criteria.
- Experience collaborating with cross-functional teams including business stakeholders, developers, QA, and UX teams.
- Strong analytical, problem-solving, and communication skills.
- Familiarity with Agile tools such as Jira or Azure DevOps.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
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.Application Deadline: 07-21-2026About us
About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
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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