Vice President, Talent and Workforce Strategy - Eden Prairie, MN

UnitedHealth Group is a health care and well-being company that's dedicated to improving the health outcomes of millions around the world. We are comprised of two distinct and complementary businesses, UnitedHealthcare and Optum, working to build a better health system for all. Here, your contributions matter as they will help transform health care for years to come. Make an impact with a team that shares your passion for helping others. Join us in making healthcare work better for everyone through people-led, responsible AI while Caring. Connecting. Growing together. Build the future-ready workforce required for an AI-powered enterprise by integrating workforce strategy, talent management, performance, mobility, and AI-enabled work redesign. Co-own AI workforce modernization with Optum Technology, translating technology roadmaps into changes in work, roles, skills, talent supply, and measurable workforce outcomes.

Summary The Vice President, Talent and Workforce Strategy is the enterprise leader accountable for connecting business strategy, workforce intelligence, talent decisions, and AI workforce redesign. This executive will modernize and simplify an integrated talent and performance strategy that optimizes enterprise resources, strengthens business performance, anticipates future capability needs, accelerates internal mobility, and builds succession depth for critical roles, including CEO, CFO, CMO, and other enterprise leadership positions. The role also brings explicit accountability for organizational effectiveness and leadership development, ensuring talent and workforce strategies strengthen employee and leader effectiveness as well as business outcomes. A defining priority is co-leading AI workforce modernization with Optum Technology. The role will ensure AI is not treated as a technology deployment alone, but as a business and workforce transformation that redesigns workflows, clarifies human and digital-worker roles, builds role-based capability, and converts productivity potential into adopted, sustainable value. The leader will work across Optum and UHC businesses, enterprise People capabilities, Finance, and Technology to scale common methods while enabling business-specific execution. Workforce modernization will also be aligned to employee experience priorities and sustainable behavior change. Enterprise Accountabilities AI workforce modernization: Co-own the enterprise workforce modernization agenda with Optum Technology integrating business, technology, data, and People strategies into prioritized job-family and capability roadmaps while driving effective communication and adoption plans, upskilling and reskilling approaches and building a AI future ready enterprise Work and role redesign: Establish a repeatable approach to deconstruct work, simplify before automating, define future workflows, and translate AI deployment into role, skill, capacity, location, and operating-model implications Workforce strategy and intelligence: Build forward-looking views of workforce supply, demand, cost, critical skills, and automation potential; convert insights into decisions on build, buy, borrow, redeploy, reskill, and reduce Talent, performance, and succession: Modernize and simplify the integrated talent and performance strategy to focus resources on the capabilities and leaders most critical to business outcomes. Lead enterprise talent reviews, succession planning, executive readiness, and differentiated talent investment, with particular focus on succession depth for critical roles, including CEO, CFO, CMO, and other enterprise leadership positions. This includes enterprise approaches to leadership development and development planning that strengthen leadership readiness and bench strength Performance and mobility: Modernize performance, development, career, and mobility practices so talent moves faster to priority work and employees have clearer pathways to build future-relevant skills. Establish