Human Resources Director — Home Healthcare

Overview We are a compassionate company driven by a personal commitment to exceptional care. Founded by the grandchildren of a former Department of Energy worker, we elevate the lives of energy workers with unwavering compassion and whole-person care. Our mission is guided by our founders' deep commitment to high-quality care under the Energy Employees Occupational Illness Compensation Program Act (EEOICPA). With over 14 years of experience and operations across 24 states, we strive to make a meaningful difference in the lives of energy workers and their families. We are seeking a skilled Human Resources Director to join our team. This role is crucial in assessing patient needs, coordinating care, and ensuring effective communication among all parties involved in patient care The Human Resources Director serves as a strategic HR business partner to operational, clinical, field, and corporate leadership teams. This role aligns people strategies, HR programs, talent priorities, and workforce solutions with business objectives and the organization’s mission to provide the best possible care to patients. The role reports directly to the CHRO and can by hybrid remote. The preferred location is Nashville, Tennessee. But we are open to other locations for the right candidate. In a home healthcare environment, the HR Director helps ensure the business has the talent, leadership, culture, processes, and workforce capacity needed to deliver safe, reliable, compassionate, and high-quality care. The role partners closely with leaders to understand operational goals, workforce challenges, and talent requirements, then implements practical HR solutions that improve business performance and patient outcomes. The ideal candidate is a hands-on, business-oriented HR leader who understands that strong people practices directly support patient care, employee engagement, operational execution, compliance, and growth. Responsibilities Strategic HR Business Partnership Serve as a trusted advisor to operations, clinical, field, and functional leaders, translating business priorities into people strategies that support growth, retention, productivity, service quality, compliance, and operational execution. Partner with leaders to identify and improve workforce, leadership, culture, engagement, training, retention, and process issues that impact business and patient outcomes. Use HR data, workforce trends, employee feedback, and operational metrics to recommend actions that improve business performance and strengthen leader decision-making. Support organizational change, communication, acquisitions, integrations, market expansion, office growth, restructuring, and process transformation. Talent Strategy, Identification & Recruitment Partner with business leaders and talent acquisition to identify current and future leadership and talent needs based on business goals, patient demand, market expansion, and operational priorities. Help define what top talent looks like for key roles, including capabilities, competencies, experience, leadership behaviors and cultural fit that aligns with our patient-centered mission. Support targeted sourcing and talent pipelines for high-priority and hard-to-fill roles, including caregivers, CNAs, HHAs, LPNs, RNs, case managers, therapists, schedulers, care coordinators, clinical managers, and field leaders. Partner with hiring managers to improve selection quality, interview discipline, candidate evaluation, offer strategy, hiring speed, employer brand, candidate experience, and quality of hire. Workforce Planning & Business Execution Partner with leaders to forecast staffing needs and align caregiver and clinical capacity with patient volume, growth, care schedules, office performance, and service quality expectations. Identify workforce risks such as turnover, vacancies, missed hours, overtime reliance, recruiting bottlenecks, skill gaps, training gaps, leadership gaps, and geographic labor shortages. Recommend practical solutions to improve staffing stability, retention, productivity, leadership effectiveness, employee engagement, and care continuity. Partner with finance, payroll, scheduling, and operations to evaluate labor costs, staffing models, compensation programs, incentives, and workforce productivity. Employee Relations, Retention & Culture Advise leaders on employee relations, performance management, performance improvement plans, corrective action, investigations, conflict resolution, documentation, terminations, and risk mitigation. Serve as a senior HR resource for complex issues involving caregivers, clinicians, administrative employees, field leaders, and corporate employees; ensure practices are consistent, fair, well-documented, legally compliant, and aligned with company values. Coach managers on communication, accountability, performance feedback, employee engagement, leadership effectiveness, and addressing issues that may affect patient care. Partner with leaders to support workforce stability, recognizing that retention is essential to continuity of care, strong patient relationships, service quality, and operational performance. Promote a culture where employees understand how their work contributes to patient care, service quality, and the patient experience. Use turnover data, exit/stay interviews, engagement surveys, and feedback to identify risks and recommend targeted solutions. HR Process Excellence, Standardization & Automation Lead HR process improvement efforts focused on eliminating low-value work, standardizing core HR practices, improving service delivery, and automating repeatable processes. Assess workflows across recruiting, onboarding, credentialing, employee relations, compensation, benefits, leave administration, payroll, training, reporting, and offboarding to identify duplication, manual work, process gaps, compliance risks, and simplification opportunities. Partner with operations, payroll, finance, compliance, clinical leadership, technology, and HR operations to redesign processes that improve speed, accuracy, scalability, compliance, employee experience, and readiness to deliver care. Develop standardized procedures, templates, workflows, checklists, service expectations, and documentation standards across locations. Use metrics to monitor cycle time, quality, compliance completion, error rates, service levels, and user experience. Compliance, Credentialing & Regulatory Support Ensure HR practices comply with federal, state, and local employment laws, healthcare requirements, company policies, DOL expectations, and applicable accreditation standards. Oversee or support background checks, licensure verification, certification tracking, health requirements, training records, personnel file audits, and credentialing readiness. Partner with clinical, compliance, and operational leaders to maintain audit readiness and support patient safety, quality standards, regulatory compliance, and qualified care delivery. Support wage and hour compliance, overtime practices, travel time, meal/rest periods, scheduling practices, leave requirements, and employee classification standards. Performance, Leadership Development & Total Rewards Partner with leaders to improve individual, team, and leadership performance through goal setting, coaching, feedback, reviews, development planning, corrective action, and performance improvement plans. Reinforce performance practices that support quality care, reliability, professionalism, compliance, teamwork, communication, and patient-centered service. Identify leadership capability gaps and recommend development solutions for field leaders, clinical supervisors, operations leaders, and emerging leaders; support succession planning and career development for critical roles. Partner with business leaders, HR leaders, and finance to ensure compensation and rewards programs support attraction, retention, performance, internal equity, patient care needs, and labor cost objectives. Support market pricing, wage analysis, pay equity reviews, incentive plans, shift differentials, on-call pay, mileage/travel reimbursement, retention bonuses, benefits administration, employee well-being, and workforce stability. HR Operations, Systems, Analytics, Leave & Risk Partner with HR leaders to oversee HR operations, systems, employee records, onboarding workflows, employee changes, reporting, compliance documentation, and offboarding. Use HR data and analytics to provide dashboards and insights related to turnover, recruiting performance, staffing levels, employee relations, compliance completion, retention, workforce productivity, and workforce readiness. Partner with payroll, finance, scheduling, and operations to resolve workforce-related issues, improve process accuracy, and ensure HR transactions are timely and accurate. Oversee or support leave administration, maternity, workers’ compensation, state leave programs, return-to-work planning, workforce coverage, and sensitive employment matters. Qualifications Required Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field. 7+ years of progressive HR experience, including 3+ years of HR leadership, HR business partner, or people management experience. Experience supporting leaders in a multi-site, distributed, field-based, high-growth, or high-volume workforce environment. Demonstrated ability to align HR strategies with business objectives, operational priorities, and patient-centered care. Strong talent acquisition, workforce planning, employee relations, performance management, compensation, compliance, HR operations, analytics, and process improvement experience. Ability to identify talent needs, support recruiting strategies, and partner with leaders to attract, select, and retain top talent. Strong knowledge of employment laws, HR best practices, risk mitigation, HR analytics, and workforce decision support. Excellent business judgment, communication, influence, discretion, problem-solving skills, and ability to operate strategically while driving hands-on execution. Ability to travel 10%–30% of the time. Preferred Experience in home healthcare, home care, hospice, senior care, healthcare services, or another regulated healthcare environment. Experience supporting caregivers, CNAs, HHAs, nurses, therapists, schedulers, care coordinators, clinical leaders, and field operations. Experience in a private equity-backed, high-growth, acquisition-oriented, or multi-state organization. SHRM-SCP, SHRM-CP, SPHR, or PHR certification; master’s degree preferred. Experience leading HR process improvement, HRIS optimization, workflow automation, recruiting transformation, or operational excellence initiatives. Strategic HR Business Partnership Serve as a trusted advisor to operations, clinical, field, and functional leaders, translating business priorities into people strategies that support growth, retention, productivity, service quality, compliance, and operational execution. Partner with leaders to identify and improve workforce, leadership, culture, engagement, training, retention, and process issues that impact business and patient outcomes. Use HR data, workforce trends, employee feedback, and operational metrics to recommend actions that improve business performance and strengthen leader decision-making. Support organizational change, communication, acquisitions, integrations, market expansion, office growth, restructuring, and process transformation. Talent Strategy, Identification & Recruitment Partner with business leaders and talent acquisition to identify current and future leadership and talent needs based on business goals, patient demand, market expansion, and operational priorities. Help define what top talent looks like for key roles, including capabilities, competencies, experience, leadership behaviors and cultural fit that aligns with our patient-centered mission. Support targeted sourcing and talent pipelines for high-priority and hard-to-fill roles, including caregivers, CNAs, HHAs, LPNs, RNs, case managers, therapists, schedulers, care coordinators, clinical managers, and field leaders. Partner with hiring managers to improve selection quality, interview discipline, candidate evaluation, offer strategy, hiring speed, employer brand, candidate experience, and quality of hire. Workforce Planning & Business Execution Partner with leaders to forecast staffing needs and align caregiver and clinical capacity with patient volume, growth, care schedules, office performance, and service quality expectations. Identify workforce risks such as turnover, vacancies, missed hours, overtime reliance, recruiting bottlenecks, skill gaps, training gaps, leadership gaps, and geographic labor shortages. Recommend practical solutions to improve staffing stability, retention, productivity, leadership effectiveness, employee engagement, and care continuity. Partner with finance, payroll, scheduling, and operations to evaluate labor costs, staffing models, compensation programs, incentives, and workforce productivity. Employee Relations, Retention & Culture Advise leaders on employee relations, performance management, performance improvement plans, corrective action, investigations, conflict resolution, documentation, terminations, and risk mitigation. Serve as a senior HR resource for complex issues involving caregivers, clinicians, administrative employees, field leaders, and corporate employees; ensure practices are consistent, fair, well-documented, legally compliant, and aligned with company values. Coach managers on communication, accountability, performance feedback, employee engagement, leadership effectiveness, and addressing issues that may affect patient care. Partner with leaders to support workforce stability, recognizing that retention is essential to continuity of care, strong patient relationships, service quality, and operational performance. Promote a culture where employees understand how their work contributes to patient care, service quality, and the patient experience. Use turnover data, exit/stay interviews, engagement surveys, and feedback to identify risks and recommend targeted solutions. HR Process Excellence, Standardization & Automation Lead HR process improvement efforts focused on eliminating low-value work, standardizing core HR practices, improving service delivery, and automating repeatable processes. Assess workflows across recruiting, onboarding, credentialing, employee relations, compensation, benefits, leave administration, payroll, training, reporting, and offboarding to identify duplication, manual work, process gaps, compliance risks, and simplification opportunities. Partner with operations, payroll, finance, compliance, clinical leadership, technology, and HR operations to redesign processes that improve speed, accuracy, scalability, compliance, employee experience, and readiness to deliver care. Develop standardized procedures, templates, workflows, checklists, service expectations, and documentation standards across locations. Use metrics to monitor cycle time, quality, compliance completion, error rates, service levels, and user experience. Compliance, Credentialing & Regulatory Support Ensure HR practices comply with federal, state, and local employment laws, healthcare requirements, company policies, DOL expectations, and applicable accreditation standards. Oversee or support background checks, licensure verification, certification tracking, health requirements, training records, personnel file audits, and credentialing readiness. Partner with clinical, compliance, and operational leaders to maintain audit readiness and support patient safety, quality standards, regulatory compliance, and qualified care delivery. Support wage and hour compliance, overtime practices, travel time, meal/rest periods, scheduling practices, leave requirements, and employee classification standards. Performance, Leadership Development & Total Rewards Partner with leaders to improve individual, team, and leadership performance through goal setting, coaching, feedback, reviews, development planning, corrective action, and performance improvement plans. Reinforce performance practices that support quality care, reliability, professionalism, compliance, teamwork, communication, and patient-centered service. Identify leadership capability gaps and recommend development solutions for field leaders, clinical supervisors, operations leaders, and emerging leaders; support succession planning and career development for critical roles. Partner with business leaders, HR leaders, and finance to ensure compensation and rewards programs support attraction, retention, performance, internal equity, patient care needs, and labor cost objectives. Support market pricing, wage analysis, pay equity reviews, incentive plans, shift differentials, on-call pay, mileage/travel reimbursement, retention bonuses, benefits administration, employee well-being, and workforce stability. HR Operations, Systems, Analytics, Leave & Risk Partner with HR leaders to oversee HR operations, systems, employee records, onboarding workflows, employee changes, reporting, compliance documentation, and offboarding. Use HR data and analytics to provide dashboards and insights related to turnover, recruiting performance, staffing levels, employee relations, compliance completion, retention, workforce productivity, and workforce readiness. Partner with payroll, finance, scheduling, and operations to resolve workforce-related issues, improve process accuracy, and ensure HR transactions are timely and accurate. Oversee or support leave administration, maternity, workers’ compensation, state leave programs, return-to-work planning, workforce coverage, and sensitive employment matters. Required Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field. 7+ years of progressive HR experience, including 3+ years of HR leadership, HR business partner, or people management experience. Experience supporting leaders in a multi-site, distributed, field-based, high-growth, or high-volume workforce environment. Demonstrated ability to align HR strategies with business objectives, operational priorities, and patient-centered care. Strong talent acquisition, workforce planning, employee relations, performance management, compensation, compliance, HR operations, analytics, and process improvement experience. Ability to identify talent needs, support recruiting strategies, and partner with leaders to attract, select, and retain top talent. Strong knowledge of employment laws, HR best practices, risk mitigation, HR analytics, and workforce decision support. Excellent business judgment, communication, influence, discretion, problem-solving skills, and ability to operate strategically while driving hands-on execution. Ability to travel 10%–30% of the time. Preferred Experience in home healthcare, home care, hospice, senior care, healthcare services, or another regulated healthcare environment. Experience supporting caregivers, CNAs, HHAs, nurses, therapists, schedulers, care coordinators, clinical leaders, and field operations. Experience in a private equity-backed, high-growth, acquisition-oriented, or multi-state organization. SHRM-SCP, SHRM-CP, SPHR, or PHR certification; master’s degree preferred. Experience leading HR process improvement, HRIS optimization, workflow automation, recruiting transformation, or operational excellence initiatives.