What are the responsibilities and job description for the Director of People Operations & Workforce Strategy position at Adaptive Home Health?
Home Health Agency
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?
Compensation Range: $100K - $140K
- Dallas–Fort Worth Metro
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?
Compensation Range: $100K - $140K
Salary : $100,000 - $140,000