HR - Human Resources Business Partner West

ArchWell Health•Denver, CO

About The Position

The HR Business Partner serves as the primary Talent Management partner to assigned business and regional leaders, connecting business priorities, workforce needs, and performance opportunities to appropriate talent strategies and solutions. The role is deeply embedded in the business and requires understanding regional priorities, operating realities, workforce dynamics, and leadership needs. The HR Business Partner interprets talent and organizational signals, helps leaders define their needs, and coordinates expertise across leadership and talent strategy, workforce capability, performance consulting, learning, and field enablement. This is a strategic and hands-on role—not an HR generalist or the primary owner of routine colleague relations, complaints, or investigations. The HR Business Partner advises and coaches leaders, facilitates targeted talent and leadership experiences when appropriate, and stays involved through activation to ensure solutions address business needs. When colleague issues arise, the role partners with Colleague Relations while remaining connected to the broader leader, team, and organizational context. The position is regionally aligned and requires regular travel throughout the assigned region, along with periodic travel to Nashville and other locations to support orientation, leadership programs, Talent Management initiatives, and other business needs. ArchWell Health provides value-based primary care through neighborhood centers, focusing on the health and well-being of adults over 60.

Requirements

Bachelor’s degree in HR, OD, education, talent management, talent consulting, business, or a related field.
5–7 years of progressive experience in HR, workforce strategy, talent management, strategic partnering, or performance consulting.
Experience advising and coaching senior and operational leaders through complex talent, leadership, workforce, or organizational challenges.
Ability to understand a business model, operating priorities, and performance data and translate them into workforce and talent implications.
Strong consulting skills, including discovery, inquiry, problem framing, stakeholder alignment, and solution recommendation.
Ability to integrate multiple perspectives and disciplines into a coherent response rather than defaulting to a preferred solution.
Ability to navigate complex or ambiguous situations with credibility, discretion, and an enterprise perspective.
Strong facilitation skills and comfort leading complex or sensitive discussions.
Ability to use qualitative and quantitative information to identify patterns, develop insights, and influence decisions.
Ability to work effectively in ambiguity and highly matrixed, cross-functional environments.
Strong judgment in determining when to lead, facilitate, connect expertise, or step back.
Ability to influence without relying on positional authority.
Ability to travel regularly throughout the assigned region and periodically to Nashville and other locations.

Nice To Haves

Experience in value-based care, primary care, or healthcare operations.
Experience in high-growth, multi-site environments.
Professional certifications such as SHRM, coaching, or facilitation certifications.
Master’s degree.

Responsibilities

Build trusted partnerships with regional and business leaders and develop a deep understanding of their strategies, priorities, operating environment, workforce, and performance challenges.
Maintain a forward-looking view of business and workforce needs and partner with leaders on strategic workforce planning, including future talent, capability, capacity, and organizational needs.
Advise leaders on organization effectiveness, including organizational design, team structure, role clarity, workforce alignment, and ways to strengthen team operations.
Translate business priorities into talent, leadership, organizational, and capability implications.
Use business, workforce, talent, and performance data, together with leader and field insights, to identify emerging needs, risks, and opportunities.
Monitor retention trends and partner with leaders to address workforce stability and colleague experience risks.
Partner with leaders to interpret engagement data, develop action plans, and improve colleague experience, retention, and organizational health.
Bring regional intelligence into the broader Talent Management organization to inform enterprise priorities and solutions.
Partner with leaders and Leadership & Talent Development on talent reviews, succession planning, talent assessment and calibration, development planning, and other talent processes.
Advise leaders on talent decisions, including promotions, career progression, compensation planning, and workforce investment decisions.
Partner with leaders to assess organizational change impacts and develop strategies that support successful adoption and sustained performance.
Identify whether issues call for performance diagnosis, leadership support, capability development, field enablement, or another organizational response, and connect the appropriate Talent Management partners.
Distinguish local needs and regional patterns from issues requiring enterprise-level attention.
Shape integrated talent responses that bring together appropriate talent strategy, leadership development, performance consulting, capability development, learning, coaching, and field enablement.
Clarify desired outcomes, roles, decision points, dependencies, and measures of success with business leaders and Talent Management partners.
Coach leaders through talent, workforce, leadership, and organizational challenges using sound judgment, curiosity, and constructive challenge.
Help leaders strengthen their ability to address people and talent challenges.
Facilitate targeted leadership and talent discussions, workshops, and experiences when HR or talent expertise is the appropriate vehicle.
Partner with Colleague Relations when colleague issues arise while maintaining awareness of the broader leader, team, and organizational context.