HR - Senior Analyst, Colleague Engagement and Experience

ArchWell Health•Nashville, TN

2d•Remote

About The Position

The Senior Analyst, Colleague Engagement and Experience executes ArchWell Health’s Colleague Engagement strategy. As a key member of the Talent Management team, this role partners with Talent Management leadership and colleagues, as well as stakeholders across Human Resources, Operations, Marketing, and other functions, to design, coordinate, execute, and evaluate enterprise-wide initiatives that strengthen culture, improve colleague satisfaction and retention, and enhance organizational effectiveness. The position supports a connected, informed, and engaged workforce and aligns colleague experiences with the organization’s mission, values, and strategic priorities. Areas of responsibility include engagement programs and surveys, colleague experience and culture initiatives, enterprise and leadership communications, rewards and recognition programs, colleague incentives, town halls, colleague listening, and governance of the internal intranet. The role also partners in shaping colleagues’ digital experiences across HR platforms. The Senior Analyst develops and improves engagement strategies and feedback programs; manages survey vendor relationships and survey delivery; analyzes engagement data; and recommends actions to improve engagement, retention, and colleague experience. The role consults on experiences across the employment lifecycle, develops enterprise culture and recognition initiatives, manages recognition budgets and the colleague closet, and provides guidance and resources to leaders for local culture activities. It also develops Talent Management communications, coordinates enterprise events, and manages project plans, timelines, metrics, reporting, and continuous-improvement recommendations.

Requirements

Bachelor’s degree in Human Resources, Communications, Organizational Development, Business Administration, Marketing, Psychology, or a related field.
At least five years of experience in colleague engagement, colleague experience, internal communications, organizational development, culture programs, talent management, or a related Human Resources function.
Knowledge of colleague engagement, colleague experience, organizational culture, and recognition program best practices.
Strong written, verbal, and presentation communication skills, including the ability to develop communications for leaders, colleagues, and executive audiences.
Strong project and program management skills and the ability to manage multiple priorities and meet deadlines in a fast-paced environment.
Strong analytical and problem-solving skills, including the ability to collect, interpret, and present data to support decision-making.
Ability to plan and execute enterprise-wide initiatives and events.
Ability to build relationships and collaborate effectively with stakeholders at all levels of the organization.
Strong attention to detail and organizational skills.
Proficiency with Microsoft Office applications, collaboration tools, survey platforms, and intranet management systems.
Budget and vendor management skills.

Nice To Haves

Experience managing enterprise-wide programs, communications, or engagement initiatives.
Experience with engagement surveys, recognition programs, and digital communication platforms.
Healthcare industry experience.

Responsibilities

Lead development, implementation, and continuous improvement of enterprise colleague engagement strategies and programs in alignment with Talent Management strategy.
Execute engagement surveys, pulse surveys, and other feedback mechanisms; recommend actions to leadership and support post-survey action rollouts.
Manage survey vendor relationships and project plans, including fielding, respondent data, timelines, and delivery of results.
Analyze engagement data, identify trends and opportunities, and develop recommendations and action plans to improve engagement, retention, and colleague experience.
Partner with Talent Management leaders, HR Business Partners, and operational leaders on engagement action planning; support State of the Team conversations and manager results briefings led by HRBPs.
Consult on the design and improvement of colleague experiences throughout the employment lifecycle, identifying opportunities to improve connection, communication, recognition, and engagement.
Develop programs and initiatives that reinforce a positive, mission-driven workplace culture and monitor colleague feedback for continuous improvement.
Recommend and execute enterprise culture initiatives that reinforce organizational values, service excellence, and desired behaviors.
Consult with HRBPs and department leaders on center-level culture activities, providing frameworks, toolkits, and guidance rather than executing activities locally.
Develop campaigns and experiences that promote organizational connection, belonging, and teamwork.
Develop and manage enterprise recognition and appreciation programs, rewards and incentive recommendations, and service milestone recognition efforts.
Manage the recognition budget and assess recognition requests, including the problem to be solved, suitability of recognition, and available funding.
Manage the colleague closet, including its design, development, maintenance, and budget.
Evaluate recognition program effectiveness and improve participation, visibility, and impact.
Develop enterprise and leader communication materials and resources for Talent Management initiatives, engagement efforts, and organizational priorities; support executive and leadership communications and ensure consistent messaging.
Coordinate enterprise-wide town halls, leadership meetings, engagement events, and colleague forums, including planning, communications, logistics, content coordination, and post-event evaluations.
Support executive presentations and materials for colleague-facing meetings and events, and recommend improvements to participation, engagement, and event effectiveness.
Manage multiple engagement and experience initiatives, including project plans, implementation timelines, communications plans, program metrics, deliverables, and stakeholder updates.
Track program effectiveness and prepare reports and recommendations for Talent Management leadership; use data and colleague feedback to guide continuous improvement.
Support annual Talent Management priorities and strategic initiatives as assigned.