Associate Director, Technology M&A

Become a part of our caring community The Associate Director, Technology M&A leads technology due diligence and develops integration and separation strategies for acquisitions, divestitures, and joint ventures. This role performs in‑depth research, IT financial analysis, and investment modeling to identify technology risks, costs, and synergy opportunities across organization, applications, infrastructure, data, cybersecurity, and operating processes. Serving as the AVP’s right hand, the Associate Director orchestrates integration planning and execution, drives teams through full deployment, manages external delivery partners, and owns financial outcomes associated with technology investments. The role also advances the maturity of M&A processes, tools, and team capabilities to ensure consistent, scalable execution. Integration Strategy & Execution Develop end‑to‑end technology integration strategies and detailed execution plans, aligned to the deal thesis, business priorities, and risk tolerance. Define Day‑1, Day‑2, and full deployment roadmaps, including sequencing, dependencies, and success metrics. Drive integration teams across all technology domains (applications, data, infrastructure, identity, end‑user, cybersecurity) from planning through full deployment and stabilization. Ensure integration outcomes meet business, regulatory, security, and operational readiness requirements. Financial & Investment Ownership (IT) Own financial accountability for technology investments related to M&A activity, including one‑time integration/separation costs, run‑rate impacts, synergy realization, and capital allocation. Build, manage, and track deal‑level investment cases, forecasts, and actuals; proactively manage variances and recommend corrective actions. Partner with Finance and Corporate Development to ensure technology investments support enterprise ROI, valuation assumptions, and post‑close value realization. Contractor & Delivery Partner Management Lead the engagement and management of external contractors, systems integrators, and specialized vendors delivering technical integration or separation work. Define scopes of work, deliverables, milestones, and success criteria; manage performance, cost, and quality of delivery. Ensure contractors are effectively integrated with internal teams and adhere to enterprise standards, security requirements, and governance expectations. Program & Team Orchestration Act as the AVP’s delegate for day‑to‑day orchestration of the Technology M&A portfolio, including prioritization, resourcing, and execution cadence. Lead managers and highly specialized professionals; provide coaching, remove execution barriers, and ensure accountability for outcomes. Support workforce planning, capability development, and succession planning for the Technology M&A function. Process, Tooling & Maturity Advance the maturity of Technology M&A processes, tools, and governance, including integration playbooks, financial models, execution dashboards, and risk management frameworks. Establish repeatable standards for integration planning, contractor management, financial tracking, and deployment readiness. Drive continuous improvement through lessons learned, metrics, and adoption of leading practices. Provide detailed review and quality oversight of technical M&A deliverables, including due diligence outputs, deal completion documentation, and communications prepared for internal stakeholders and senior leadership. Process, Tooling & Capability Maturity Institutionalize repeatable M&A playbooks, stage gates, and templates (diligence checklists, investment models, TSA toolkit, cutover runbooks, synergy trackers, RAID logs). Implement portfolio management tooling (e.g., work intake, pipeline visibility, resource capacity, OKRs) and automate reporting dashboards (timeline, costs, risk, benefits). Establish measurable KPIs and quality standards; drive continuous improvement through retrospectives and lessons‑learned integration. Establish measurable KPIs and quality standards; drive continuous improvement through retrospectives, lessons learned, and data‑driven analysis, including deal insights, deal metadata analysis, and data governance. Introduce right‑sized governance—steerco rhythms, executive reads, risk escalation paths—balancing speed with control. Risk Management (Security, Vendor, Contract) Oversee contracting for integration/separation (SOWs, MSAs, rate cards, deliverables), negotiate favorable terms, and control external spend. Partnering with Procurement. Ensure compliance with HIPAA/PHI, SOX, PCI (as applicable), data governance, and enterprise security standards. Partner closely with security leadership (EIP/EIS) and the vendor due diligence team. Manage operational risk proactively via risk registers, mitigation plans, and formal readiness reviews. Use your skills to make an impact Required Qualifications 10+ years of progressive IT experience, including 5+ years supporting technology M&A, integration, separation, or large‑scale technology programs. Proven experience developing technology integration strategies and leading teams through full deployment and stabilization. Strong IT financial and investment management experience, including integration costs, run‑rate impacts, and synergy tracking. Demonstrated ability to lead cross‑functional teams and manage contractors and external delivery partners. Excellent executive communication skills and ability to influence decision‑making in complex, fast‑paced environments. Bachelor’s degree in Information Systems, Computer Science, Engineering, Finance, or equivalent experience. Preferred Qualifications MBA or master’s degree in a technology, business, or finance discipline. Experience in regulated industries (e.g., healthcare, financial services). Certifications such as PMP, SAFe, ITIL, CISSP, TOGAF, FinOps, or equivalent practical experience. Experience maturing Technology M&A processes, tools, and governance. Recognized ability to operate as a trusted advisor to senior leadership and develop high‑performing teams. Additional Information To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self‑provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. Satellite, cellular and microwave connection can be used only if approved by leadership. Employees who live and work from Home in the state of California, Illinois, Montana, or South Dakota will be provided a bi‑weekly payment for their internet expense. Humana will provide Home or Hybrid Home/Office employees with telephone equipment appropriate to meet the business requirements for their position/job. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information. 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 location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc. $156,600 - $215,400 per year This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance. 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, volunteer time off, 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. Humana complies with all applicable federal civil rights laws and does not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation, gender identity or religion. We also provide free language interpreter services. See our #J-18808-Ljbffr Humana Inc