Hr Business Partner Jobs

About The Position

Requirements

• Strong HR and business leader with experience setting and implementing strategy.
• Proven track record as an HR leader for a top tier healthcare or provider organization and be an effective partner/influencer/confidant to senior leaders and teams.
• 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.
• 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 nationwide environment preferred.
• Experience in a high growth company, having built and implemented policies and programs is strongly preferred.

Responsibilities

• 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.
• 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.