Director of People Operations & Workforce Strategy

Home Health AgencyDallas–Fort Worth MetroDepartment: Human ResourcesReports To: VP, HR & Business OperationsEmployment Type: Full-Time, ExemptLocation: Richardson, TX (in-office)Salary Range: $100,000 to $140,000This is not a traditional HR director role. We are a growing home health agency operating across multiple branches in Texas, and we need a people leader who thinks like an analyst, operates like a business partner, and understands the distinct workforce dynamics of home-based care.The Director of People Operations & Workforce Strategy will own the full people operations function — from caregiver recruiting and onboarding through retention analytics, workforce planning, and HR compliance. You will report directly to the VP of HR & Business Operations and partner daily with operational and clinical leaders to drive measurable improvement in our most critical workforce metrics: turnover, time-to-fill, cost-per-hire, and field staff productivity.If you have run a high-volume hourly clinical workforce, built dashboards that changed decisions, and enjoy translating people data into financial outcomes, this role was written for you.What You'll OwnWorkforce Analytics & StrategyBuild and maintain a people analytics infrastructure tracking turnover, time-to-fill, cost-per-hire, recruiter productivity, and caregiver utilization — segmented by branch, role, and tenure cohortTranslate workforce data into financial narratives for senior leadership and the COO; connect HR metrics directly to cost-per-visit and margin impactLead annual and rolling workforce planning across all branches; model headcount needs against census projections and growth targetsDevelop and monitor a branch-level HR scorecard with leading indicators that allow the business to get ahead of staffing gapsRetention & Clinician ExperienceDiagnose clinician turnover at the branch and cohort level; build root-cause frameworks and drive intervention plans with operational ownersDesign and implement onboarding, early-tenure check-in, and stay-interview programs that measurably reduce 90-day attritionPartner with clinical and scheduling leadership to address burnout drivers, scheduling equity, and care assignment patterns that contribute to turnoverChampion a field-forward culture where caregivers feel seen, supported, and connected to the agency's missionHR Operations & ComplianceEnsure compliance with multi-state federal and employment law, CMS conditions of participation, and state home health licensing requirementsOwn HRIS administration; maintain data integrity and use the system as a decision-making tool, not just a record-keeperManage employee relations investigations, performance management processes, and separation workflows with consistency and documentation rigorDevelop and maintain HR policies, the employee handbook, and support training curricula for field and administrative staffTeam LeadershipLead and develop a team of HR team members; set performance expectations, coach to metrics, and build bench strengthCreate a high-accountability HR team culture where every member understands how their work connects to branch-level retention and growth outcomesWhat We're Looking ForNon-Negotiables5+ years of progressive HR leadership experience, with at least 3 years directly managing a high-volume hourly clinical or field-based workforce (home health, home care, hospice, post-acute, or comparable care setting strongly preferred)Demonstrated analytical fluency: you have owned workforce metrics, built reporting, and used data to change business decisions — not just supported others who didHands-on experience with ATS and HRIS platforms; you've administered the system and pulled insight from it, not just used it for transactionsAbility to name and discuss your prior organization's clinician turnover rate, time-to-fill, and cost-per-hire — and articulate what you did to move those numbersStrongly PreferredExperience managing HR across multiple branches or sites simultaneouslyBackground building or rebuilding a people analytics function from a low baselineFamiliarity with CMS home health CoPs, Texas HHSC licensing requirements, and I-9/E-Verify compliance in a care environmentExperience presenting people data and workforce strategy to C-suite or board-level audiencesHow Success Is MeasuredIn your first 90 days, you will be expected to produce a full diagnostic of our current people operations state — including a branch-level workforce analytics baseline and a prioritized roadmap. Within 12 months, success in this role is defined by:Measurable reduction in annualized caregiver turnover, with branch-level variance narrowingTime-to-fill for field staff positions at or below industry benchmarks for our marketsA functioning HR analytics dashboard reviewed monthly by senior leadershipA high-performing HR team that operates with clear metrics and accountabilityExecutive confidence that people data is driving — not just reflecting — operational decisionsWHY THIS ROLEDirect line to impact: your work will be visible to the COO and VP daily — this is not a support function buried under layers of bureaucracyBuild, don't just maintain: we are investing in people infrastructure that doesn't fully exist yet — you will be the architectMission-driven context: every improvement in caregiver retention translates directly into better continuity of care for patients in their homesCompetitive compensation, performance bonus tied to workforce metrics, and strong benefits packageHow To ApplyQualified candidates should submit a resume and a brief cover note (no more than one page) that answers the following:What was the annualized clinician or frontline worker turnover rate in your most recent role managing a field workforce, and what specific actions did you take to address it?Describe an HR analytics dashboard or report you built or owned. What were the 3–5 metrics on it, and how did it change a decision?Compensation Range: $100K - $140KJ-18808-Ljbffr