Director of People Operations & Workforce Strategy
Adaptive Home Health, Richardson, TX, United States
Home Health Agency
Dallas–Fort Worth Metro
Department:
Human Resources
Reports To:
VP, HR & Business Operations
Employment Type:
Full-Time, Exempt
Location:
Richardson, TX (in-office)
Salary Range:
$100,000 to $140,000
This 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 Own Workforce Analytics & Strategy
Build 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 cohort
Translate workforce data into financial narratives for senior leadership and the COO; connect HR metrics directly to cost-per-visit and margin impact
Lead annual and rolling workforce planning across all branches; model headcount needs against census projections and growth targets
Develop and monitor a branch-level HR scorecard with leading indicators that allow the business to get ahead of staffing gaps
Retention & Clinician Experience
Diagnose clinician turnover at the branch and cohort level; build root-cause frameworks and drive intervention plans with operational owners
Design and implement onboarding, early-tenure check-in, and stay-interview programs that measurably reduce 90-day attrition
Partner with clinical and scheduling leadership to address burnout drivers, scheduling equity, and care assignment patterns that contribute to turnover
Champion a field-forward culture where caregivers feel seen, supported, and connected to the agency's mission
HR Operations & Compliance
Ensure compliance with multi-state federal and employment law, CMS conditions of participation, and state home health licensing requirements
Own HRIS administration; maintain data integrity and use the system as a decision-making tool, not just a record-keeper
Manage employee relations investigations, performance management processes, and separation workflows with consistency and documentation rigor
Develop and maintain HR policies, the employee handbook, and support training curricula for field and administrative staff
Team Leadership
Lead and develop a team of HR team members; set performance expectations, coach to metrics, and build bench strength
Create a high-accountability HR team culture where every member understands how their work connects to branch-level retention and growth outcomes
What We're Looking For Non-Negotiables
5+ 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 did
Hands‑on experience with ATS and HRIS platforms; you've administered the system and pulled insight from it, not just used it for transactions
Ability 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 numbers
Strongly Preferred
Experience managing HR across multiple branches or sites simultaneously
Background building or rebuilding a people analytics function from a low baseline
Familiarity with CMS home health CoPs, Texas HHSC licensing requirements, and I‑9/E-Verify compliance in a care environment
Experience presenting people data and workforce strategy to C‑suite or board‑level audiences
How Success Is Measured In 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 narrowing
Time-to-fill for field staff positions at or below industry benchmarks for our markets
A functioning HR analytics dashboard reviewed monthly by senior leadership
A high‑performing HR team that operates with clear metrics and accountability
Executive confidence that people data is driving — not just reflecting — operational decisions
WHY THIS ROLE
Direct line to impact: your work will be visible to the COO and VP daily — this is not a support function buried under layers of bureaucracy
Build, don’t just maintain we are investing in people infrastructure that doesn't fully exist yet — you will be the architect
Mission‑driven context: every improvement in caregiver retention translates directly into better continuity of care for patients in their homes
Competitive compensation, performance bonus tied to workforce metrics, and strong benefits package
How To Apply Qualified 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?
#J-18808-Ljbffr
Dallas–Fort Worth Metro
Department:
Human Resources
Reports To:
VP, HR & Business Operations
Employment Type:
Full-Time, Exempt
Location:
Richardson, TX (in-office)
Salary Range:
$100,000 to $140,000
This 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 Own Workforce Analytics & Strategy
Build 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 cohort
Translate workforce data into financial narratives for senior leadership and the COO; connect HR metrics directly to cost-per-visit and margin impact
Lead annual and rolling workforce planning across all branches; model headcount needs against census projections and growth targets
Develop and monitor a branch-level HR scorecard with leading indicators that allow the business to get ahead of staffing gaps
Retention & Clinician Experience
Diagnose clinician turnover at the branch and cohort level; build root-cause frameworks and drive intervention plans with operational owners
Design and implement onboarding, early-tenure check-in, and stay-interview programs that measurably reduce 90-day attrition
Partner with clinical and scheduling leadership to address burnout drivers, scheduling equity, and care assignment patterns that contribute to turnover
Champion a field-forward culture where caregivers feel seen, supported, and connected to the agency's mission
HR Operations & Compliance
Ensure compliance with multi-state federal and employment law, CMS conditions of participation, and state home health licensing requirements
Own HRIS administration; maintain data integrity and use the system as a decision-making tool, not just a record-keeper
Manage employee relations investigations, performance management processes, and separation workflows with consistency and documentation rigor
Develop and maintain HR policies, the employee handbook, and support training curricula for field and administrative staff
Team Leadership
Lead and develop a team of HR team members; set performance expectations, coach to metrics, and build bench strength
Create a high-accountability HR team culture where every member understands how their work connects to branch-level retention and growth outcomes
What We're Looking For Non-Negotiables
5+ 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 did
Hands‑on experience with ATS and HRIS platforms; you've administered the system and pulled insight from it, not just used it for transactions
Ability 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 numbers
Strongly Preferred
Experience managing HR across multiple branches or sites simultaneously
Background building or rebuilding a people analytics function from a low baseline
Familiarity with CMS home health CoPs, Texas HHSC licensing requirements, and I‑9/E-Verify compliance in a care environment
Experience presenting people data and workforce strategy to C‑suite or board‑level audiences
How Success Is Measured In 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 narrowing
Time-to-fill for field staff positions at or below industry benchmarks for our markets
A functioning HR analytics dashboard reviewed monthly by senior leadership
A high‑performing HR team that operates with clear metrics and accountability
Executive confidence that people data is driving — not just reflecting — operational decisions
WHY THIS ROLE
Direct line to impact: your work will be visible to the COO and VP daily — this is not a support function buried under layers of bureaucracy
Build, don’t just maintain we are investing in people infrastructure that doesn't fully exist yet — you will be the architect
Mission‑driven context: every improvement in caregiver retention translates directly into better continuity of care for patients in their homes
Competitive compensation, performance bonus tied to workforce metrics, and strong benefits package
How To Apply Qualified 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?
#J-18808-Ljbffr