Director, Human Resources

ArchWell Health•Las Vegas, NV

15h

About The Position

ArchWell Health™ is a national company devoted to improving the lives of older adults by providing an advanced level of value-based care. ArchWell Health delivers best-in-class care at comfortable, accessible neighborhood centers where seniors can feel at home and become part of a vibrant, wellness-focused community.ArchWell Health members experience greater continuity of care, as well as the comfort of knowing they will be treated with respect by people who genuinely care about them, their families, and their communities.The Dir, Human Resources reports to the VP, Talent Management and works collaboratively across the organization to drive the execution of strategic talent initiatives. This leader analyzes and understands the colleague lifecycle in a manner that equips them to shape a comprehensive approach for talent programs focused on driving business outcomes, delivering excellent care for our members, colleague growth and retention, performance management, and maintaining ArchWell Health as a best place to work. The preferred locations for this position are Nashville, Phoenix, Las Vegas, Philadelphia, and the Tampa Bay area. Job Summary: Responsible for developing, aligning, and executing strategic initiatives related to workforce retention, workplace culture, and colleague engagement across all ArchWell Health markets, supporting a high growth organization. Champion collaboration across ArchWell Health between leaders, colleagues, and the Talent Management function, sharing knowledge and expertise and leading enterprise-wide campaigns which drive business outcomes and value. Lead and inspire the HRBP team to employ critical thinking, solid business acumen, analytical skills, and sound judgement to provide pragmatic advice, challenge points-of-view when necessary and offer alternative, constructive suggestions to ensure the organization has the talent necessary to accomplish its goals.Personally operate as the HR Business Partner supporting ArchWell Health’s corporate leaders and teams.

Requirements

Proven record of shaping and delivering on strategic HR initiatives with a deep understanding of ‘best-in-class’ human resources concepts, practices, and processes within the healthcare environment ensuring HR’s contribution to the organization’s operational, financial and growth success.
10+ years of HR experience including 5+ years in an HR leadership role; direct experience in employee relations and HR business partnering required, with experience in a nationwide environment preferred.
Bachelor's or master's degree in human resources management or related HR or business discipline
Up to date knowledge and experience of employment law, government services compliance requirements and company policies and procedures.
A history of establishing trust with professionals throughout an organization, functioning as a leader, advisor, business partner.
Ability to make a measurable impact on the business, orchestrating networks and knowledge effectively to consistently deliver the people strategy and exceed business expectations.
Confident and effective relationship building skills at an executive level along with excellent communication and interpersonal skills.
Excellent project and program management skills
Proactive and self-starter; approaches responsibilities with a thoughtful and appropriate sense of urgency - operates with a sense of responsiveness to the business and accustomed to working in a lean, dynamic organization where everyone roles their sleeves up.
Articulate communicator, both verbal and written, communicates transparently to ensure seamless execution and coordination of strategic efforts.
Tolerance for ambiguity and ability to cut through to the core of an issue.
Strong interpersonal skills, effective communicator at all levels of the organization. Can express ideas clearly and persuasively, and diplomatic/politically aware as needed.

Nice To Haves

Experience in a high growth company, having built and implemented policies and programs is strongly preferred

Responsibilities

Mentors HRBPs to guide operators on day-to-day people management, including compensation, performance management and coaching, responding to colleague concerns or complaints, succession planning, managing terminations, and related risks.
Partners with HR Leadership team on matters impacting enterprise operations, influencing systems and processes to drive excellence at scale and use of people analytics to shape HR programs
Collaborates across HR, Compliance, and Legal on internal investigations implicating HR policies, procedures, or practices.
Maintains in-depth knowledge of legal and regulatory requirements related to HR, providing oversight to mitigate legal risk and promote compliance with local, state, and federal requirements.
Partner with the VP, Talent Management on development of people programs such as the talent review, succession planning, engagement action planning.
Act as a conduit between field/corporate leaders and L&D, surfacing capability gaps, operational challenges, and behavioral patterns to inform training needs and curriculum design.
Co‑lead talent development initiatives by identifying high‑potential talent and aligning them to development programs, coaching, or stretch assignments.
Partner with L&D to embed leadership development, coaching tools, and performance expectations into day‑to‑day leader routines through the HRBP team.
Provide data from performance trends, investigations, turnover root causes, and engagement insights to help refine or prioritize L&D offerings.
Ensure L&D programming is implemented consistently in all markets through HRBP reinforcement and leader coaching.
Partner with Internal Comms to design communication plans for people programs (reviews, performance cycles, engagement surveys, policy updates, compensation cycles).
Ensure HRBP-delivered messaging to leaders and colleagues is consistent, clear, and aligns to enterprise standards and cultural expectations.
Translate organizational narratives into leader-friendly toolkits, talking points, or decision guides so the HRBP team reinforces messages effectively in the field.
Identify communication gaps or field-specific noise through HRBP feedback loops to help Internal Comms refine channels and messages.
Advocate for a diverse workforce and an inclusive culture, embodying a values-driven, member-centric organization.
Travel as appropriate to support leaders and colleagues.