Director, Human Resources

June 22, 2026

Other Jobs To Apply

No other job posts for this day.

Director, Human Resources 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: <ul style="margin-bottom: 0in; margin-top: 0px;"> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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. </li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Personally operate as the HR Business Partner supporting ArchWell Health’s corporate leaders and teams. </li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Collaborates across HR, Compliance, and Legal on internal investigations implicating HR policies, procedures, or practices.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Partner with the VP, Talent Management on development of people programs such as the talent review, succession planning, engagement action planning.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Co‑lead talent development initiatives by identifying high‑potential talent and aligning them to development programs, coaching, or stretch assignments.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Partner with L&D to embed leadership development, coaching tools, and performance expectations into day‑to‑day leader routines through the HRBP team.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Provide data from performance trends, investigations, turnover root causes, and engagement insights to help refine or prioritize L&D offerings.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Ensure L&D programming is implemented consistently in all markets through HRBP reinforcement and leader coaching.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Partner with Internal Comms to design communication plans for people programs (reviews, performance cycles, engagement surveys, policy updates, compensation cycles).</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Ensure HRBP-delivered messaging to leaders and colleagues is consistent, clear, and aligns to enterprise standards and cultural expectations.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Translate organizational narratives into leader-friendly toolkits, talking points, or decision guides so the HRBP team reinforces messages effectively in the field.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Identify communication gaps or field-specific noise through HRBP feedback loops to help Internal Comms refine channels and messages.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Advocate for a diverse workforce and an inclusive culture, embodying a values-driven, member-centric organization.</li> <li style="margin: 0in 0in 8pt 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Travel as appropriate to support leaders and colleagues.</li> </ul> Professional Experience and Minimum Qualifications The Director, Human Resources will be a strong HR and business leader with experience setting and implementing strategy. The successful candidate will have a 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. Specifically, this executive will have/be: <ul style="margin-bottom: 0in; margin-top: 0px;"> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Experience in a high growth company, having built and implemented policies and programs is strongly preferred</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Bachelor's or master's degree in human resources management or related HR or business discipline </li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Up to date knowledge and experience of employment law, government services compliance requirements and company policies and procedures.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">A history of establishing trust with professionals throughout an organization, functioning as a leader, advisor, business partner.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Ability to make a measurable impact on the business, orchestrating networks and knowledge effectively to consistently deliver the people strategy and exceed business expectations.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Confident and effective relationship building skills at an executive level along with excellent communication and interpersonal skills.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Excellent project and program management skills</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">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.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Articulate communicator, both verbal and written, communicates transparently to ensure seamless execution and coordination of strategic efforts.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Tolerance for ambiguity and ability to cut through to the core of an issue.</li> <li style="margin: 0in 0in 0in 0px; line-height: 107%; font-size: 12pt; font-family: verdana, geneva;">Strong interpersonal skills, effective communicator at all levels of the organization. Can express ideas clearly and persuasively, and diplomatic/politically aware as needed.</li> </ul>

Back to blog

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...

DISCLAIMER