Director, Human Resources

Director, Human Resources

Arch Well Health is a national company devoted to improving the lives of older adults by providing an advanced level of value-based care. Arch Well 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.
Arch Well 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 Arch Well 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 Arch Well Health markets, supporting a high growth organization.
Champion collaboration across Arch Well 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 Arch Well 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.
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