Actuary

Tampa, FL (hybrid) or Remote | Reports to: Chief Financial Officer August 2026 Come for the mission. Stay for the innovation. Let's keep things simple: we are an unbelievably talented, hard-working, and compassionate team driving towards a mission that impacts every single one of us — even you. Healthcare benefits are complex and largely underutilized by most people. That’s why HealthJoy was built with one vision: to remove the complexity from being healthy and well. We do that by guiding employees to affordable, high-quality healthcare, consolidating our clients’ health and wellness strategies into the HealthJoy Benefits Operating System - a simple, unified digital experience. The result: healthier employees and a healthier bottom line. HealthJoy is at the forefront of using AI to transform the healthcare benefits industry. We're building intelligent platforms that use predictive analytics, natural language processing, and machine learning to guide employees to affordable, high-quality care. Our team is passionate about creating a more equitable and understandable benefits experience, while saving our clients time and money. HealthJoy has garnered workplace awards from Inc.'s Fastest Growing Startups and Built In Chicago's Best Places to Work while growing globally to over 300 team members. We're continuing down the path of high growth and high impact — and this role is one of the most consequential bets we're making. Your Impact. We are hiring a Principal Actuary to lead the actuarial side of how we design, price, and measure our products. You will report directly to the CFO and work closely with our executive, product, and data science teams. We already have strong data science and analytics capabilities; this role adds dedicated actuarial leadership to that work. Someofwhatthisrolewillworkonisnotpublicyet.Wewillsharethespecificsduringthe interviewprocess.Whatwecansayhereisthattheworksitsatthecenterofwherethecompanyisheaded,andthemathhastobegoodenoughtoconvinceskepticaloutsidereviewers. Ownhowwemeasurevalue. Buildanddefendthemethodologyweusetomeasurethefinancialresultsofourprograms.Itneedstoholdupwhenanoutsideactuary,abenefitsconsultant,oranunderwritertakesitapart. Buildriskandforecastingmodels. Partnerwithourdatascienceteamonmodelsthatforecastmedicalcostandutilizationforself-fundedpopulations,andowntheactuarialassumptionsbehindthem. DesignHealthReimbursementArrangements. Designemployer-fundedHRAsandincentiveprograms,includingfundinglevels,rolloverrules,reimbursementandsubstantiation,keepingmembersHSA-eligible,andstayingcompliantwithIRSrules,includingSection105(h)nondiscriminationtesting. Supportpricing. Helpstructureourpricing,includingperformanceguarantees,reconciliationmechanics,andthereservesbehindthem. Supportplandesign. Workwithemployers,brokers,consultants,TPAs,andstop-losspartnersonplandesignquestionsacrossourbookofbusiness. Standbehindthenumbers. Youwillsitacrossthetablefromactuariesatconsultingfirmsandunderwritingpartners.Youwillexplainourmethodsandanswerthehardquestions. Your Experience. ASA or FSA (MAAA preferred) with at least 7+ years of health actuarial experience, ideally on commercial or employer-sponsored plans A strong understanding of self-funded plan economics, including stop-loss, lasering, and claims forecasting Hands-on experience designing and modeling employer-funded Health Reimbursement Arrangements, including how they fit with the medical plan, HSA compatibility, ERISA and COBRA requirements, and IRS compliance Experience forecasting HRA utilization, setting rollover and forfeiture assumptions, and pricing incentive dollars based on how members actually respond Experience building or reviewing program savings studies, and honest opinions about where the common methods fall short Strong SQL skills; Python or R is a plus A track record of standing behind numbers that were reviewed by outside parties You might be a fit if. You have built savings or value studies and been frustrated by what you could not prove You would rather work at a company that sets its measurement standards up front than one that leads with a flashy ROI slide You want broad ownership and visibility rather than a narrow slice of a large actuarial department You want a direct line to the executive team and a real say in product, pricing, and partner decisions Total Rewards Job band - 90 - this is a senior leadership role, reporting directly to the CFO Base salary of $220,000 to $270,000, plus an annual bonus target and equity. The final offer depends on experience and credentials. Certain roles are eligible for additional cash incentives such as commission, annual bonus targets, overtime pay or other variable incentives. HealthJoy maintains a comprehensive strategy to determine rewarding and competitive packages for individual compensation for new hires, internal promotions and internal job changes. This strategy is based on several factors unique to each individual, including: 1) the skills, experience and qualifications of the individual; 2) the responsibilities and demands of the role; 3) analysis of external market data; and 4) company budget and financial performance. HealthJoy is a remote-first employer. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At HealthJoy, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each role and individual. In addition to cash compensation, HealthJoy offers a rich “Total Rewards” package that includes: Medical, Dental and vision insurance packages Stock options for eligible roles Paid parental leave Company sponsored Short Term and Long Term Disability coverage Flexible PTO Commitment to Equal Pay At HealthJoy, we are committed to creating a diverse and inclusive workplace where everyone has the opportunity to succeed and thrive. We believe that everyone should be paid based on their qualifications, experience, and the work that they do, and not on their gender, race, or any other personal characteristic. Our compensation practices are essential to fostering a diverse and inclusive culture where we value the contributions of all our employees. We conduct thorough annual reviews of employee pay and our pay practices to ensure we reward the right behaviors and are providing equal pay for equal work. Additionally, we assess the external market and internal equity across like roles. As part of our regular review of pay practices, HealthJoy examines employee pay for potential disparities between persons of different genders, races and ethnicities that are not explainable by objective factors such as performance, experience level, credentials, or location, and are committed to correcting any issues and reviewing practices from unintended outcomes. Commitment to Equal Opportunity HealthJoy is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or any other basis forbidden under federal, state, or local law. HealthJoy is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. #J-18808-Ljbffr