Staffing Director

Since 2012, Giving Home Health Care has been supporting individuals impacted by health conditions related to their work in nuclear facilities for the Department of Energy. With a focus on personalized, in-home care, we are committed to assisting those who have dedicated their careers to these vital roles. As a fast-growing, leading provider, we proudly serve patients across Arizona, Colorado, Kentucky, Missouri, Nevada, New Mexico, Tennessee, Texas, and Utah.

If you're a compassionate individual who puts patients first and thrives in a mission-driven, collaborative environment, we want you to join our team! Apply today and help us continue delivering exceptional care to those who need it most.

The Staffing Director leads and oversees the Staffing Department to ensure all patients receive appropriate staffing coverage while maintaining operational efficiency and quality standards.

This role is responsible for monitoring departmental performance metrics, achieving staffing goals and initiatives, and proactively forecasting workforce needs to support patient care operations.

The Staffing Director plays a critical role in supporting patient care operations by proactively monitoring staffing requirements, authorization trackers, and CNSI communications to identify current and future contractor staffing needs. This position partners closely with the Recruiting Department to develop and implement effective hiring strategies that ensure timely placements and continuity of care.

Working collaboratively with Care Team Directors, the Staffing Director identifies and resolves staffing challenges that may impact patient care within the home setting. This role is also responsible for fostering strong professional relationships with contractors while providing ongoing coaching, support, performance management, and accountability to promote high-quality service delivery.

Responsibilities:

• Lead and manage daily operations of the Staffing Department to ensure adequate patient staffing coverage.
• Monitor departmental key performance indicators (KPIs) and implement strategies to achieve staffing goals and operational objectives.
• Audit staffing needs, authorization trackers, and CNSI communications to forecast workforce demands and contractor hiring needs.
• Collaborate with Recruiting teams to address open staffing needs and ensure timely candidate placement.
• Partner with Care Team Directors to identify and resolve staffing challenges impacting patient care delivery.
• Develop and maintain strong working relationships with contractors through consistent communication, engagement, and support.
• Provide accountability, coaching, and performance management to contractors and staffing personnel when appropriate.
• Analyze staffing trends and workforce data to support operational planning and continuous improvement initiatives.
• Ensure compliance with organizational policies, staffing standards, and regulatory requirements.
• Promote a positive, solutions-focused culture that supports employee engagement, operational excellence, and quality patient care.

Responsibilities:

1. Leadership & Team Management:

1. Assign and monitor progress on new or ongoing projects.
2. Track progress on routine task. Identify solutions for any potential barriers.
3. Provide results to the Lead Staffing Coordinator of all forecasting measures and determine the best action plans.
4. Address questions, comments, concerns from direct report.

1. Recruitment & Workforce Planning:

1. Collaborate closely with the 1099 Regional Recruiter and DON to identify, prioritize, and fulfill contractor hiring needs.
2. Proactively identify new and emerging staffing needs through data analysis and operational insight.
3. Ensure all 1099 requisitions are accurately created in Lever after confirming no available incumbent contractors.
4. Participate in weekly hiring strategy meetings and onsite interviews to support recruitment efforts.
5. Own and oversee the staffing-related orientation process for all newly hired contractors, ensuring readiness for active scheduling.
6. Actively participate in job fairs and other recruiting initiatives to support pipeline development and workforce growth.

1. Performance Management and strategic execution

1. Monitor, record, and analyze Staffing Department KPIs on a weekly basis.
2. Identify trends and translate data into actionable strategies to improve staffing outcomes.
3. Drive strategic initiatives that enhance staffing efficiency, contractor utilization, and patient coverage.

1. Cross-Functional Collaboration & Patient Support

1. Partner with Care Team Directors and Nurse Case Managers to identify and resolve staffing gaps or barriers within patient homes
2. Collaborate with Patient Coordinators and participate in home visits to strengthen relationships and improve service delivery.
3. Ensure caregiver assignments align with patient needs, preferences, and approved care plans.
4. Promote continuity of care by minimizing unnecessary caregiver turnover and reassignment.

1. Contractor relations and Engagement:

1. Establish and maintain strong, professional relationships with contractors across the assigned market.
2. Conduct or delegate regular check-ins to assess contractor satisfaction and address concerns proactively.
3. Address performance, attendance, and compliance concerns, implementing corrective actions as needed.
4. Develop and execute strategies to improve contractor engagement, satisfaction, and retention.
5. Analyze utilization and turnover trends and implement targeted improvements.

1. Operational Oversight and process management:

1. Plan, initiate, and oversee departmental projects, ensuring alignment with organizational priorities.
2. Establish clear expectations, timelines (using S.M.A.R.T.), and accountability measures.
3. Monitor adoption and effectiveness of patient and caregiver self-service tools; gather feedback for continuous improvement.
4. Oversee contractor utilization, ensuring balanced distribution of hours and addressing over or under utilization.
5. Exit contractors with consistently low engagement or performance concerns in line with policy.
6. Ensure all complaints and grievances are properly documented via reporting tools.
7. Process holiday differentials and manage the on-call schedule.
8. Other assigned duties.

Dimensions:

• Serves as a member of the Leadership team
• Directly supervises Staffing team members, including Lead Staffing Coordinator(s)
• Oversees staffing operations across assigned market(s)
• Responsible for staffing coverage impacting patient care delivery and contractor workforce
• Exercises decision-making authority related to staffing allocations, hiring needs, and contractor utilization
• Collaborates cross-functionally with Recruiting, Clinical Leadership, and Operations teams
• Both a caregiver and patient-facing role

Job Qualifications and Competencies:

1. Minimum of 3 years of experience in healthcare staffing or scheduling coordination required.
2. Experience with MS Office products required.
3. Demonstrated leadership skills with the ability to guide and support team members.
4. Ability to de-escalate challenging situations effectively and professionally.
5. Strong critical thinking skills with the ability to assess situations from multiple perspectives and develop appropriate action plans.
6. Experience performing service recovery and maintaining high levels of client satisfaction.
7. Proven ability to build and maintain strong relationships across departments and with caregivers.
8. Knowledge of staffing policies, procedures, and industry best practices.
9. Strong organizational skills with the ability to multitask, prioritize, and meet deadlines in a fast-paced environment.
10. Excellent communication skills, both verbal and written.
11. Demonstrated strategic thinking and execution skills, with the ability to anticipate staffing needs, identify trends, and implement effective solutions.
12. Ability to work in a fast-paced, dynamic healthcare environment.
13. Participation in an on-call rotation required.
14. May require occasional after-hours availability to support urgent staffing needs.
15. Ability to travel for patient home visits and team support as needed.
16. Travel to Santa Fe office required as needed to support staffing operations, including participation in in-person orientations for newly hired 1099 contractors.

$70,000 - $80,000 a year

Has an annual bonus potential of up to $20k per year.


To provide the exceptional care our patients deserve, we rely on a team of passionate, dedicated professionals. We're committed to creating a supportive, collaborative culture, offering competitive benefits and compensation, and giving our team members the tools and opportunities to grow and advance their careers.

If you're ready to be part of an organization that truly makes a difference in people's lives, we encourage you to apply today and start a fulfilling journey with Giving Home!

Giving Home is dedicated to fostering an inclusive and equitable work environment. We adhere to all applicable federal, state, and local pay transparency laws to ensure fair compensation practices.

Giving Home is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic under applicable law. Our employment practices are designed to provide equal opportunity at all stages of employment, including hiring, promotion, training, compensation, and termination.

Giving Home is committed to maintaining transparent compensation practices and regularly reviews our policies to ensure compliance with evolving laws and best practices. We value the contributions of our employees and strive to provide a work environment where everyone feels respected, valued, and fairly compensated.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.