Director of Human Resources

Job Type


Full-time

Description

About the role:

AmanaCare is seeking a strategic, dependable Director of Human Resources to lead the people systems that support our statewide team. This role supports AmanaCare and its people by ensuring payroll accuracy, maintaining an audit-ready workforce, administering consistent employment practices, and guiding leaders through complex employee matters. The Director will partner closely with the Chief Operating Officer, Corporate Directors, and Directors of Operations while preserving each DOO's ownership of their branch and team.

AmanaCare is a faith-based home care organization whose mission is grounded in honoring the God-given dignity of every person. The Director of Human Resources will play a key role in cultivating a workplace culture that reflects these values while supporting organizational growth and accountability.

The right person will combine sound HR judgment with strong operational follow-through. This is a hands-on leadership position responsible for payroll administration, workforce compliance, workplace standards and risk management, and the employee experience across a growing, multi-location home-care organization.

Key responsibilities:

Payroll and benefits administration

• Own the complete payroll cycle and payroll calendar, including final review and approval.
• Review hours, PTO, sick time, mileage, bonuses, incentives, deductions, garnishments, and pay changes for accuracy.
• Coordinate corrections with Scheduling, Directors of Operations, Billing, Finance, and other responsible leaders.
• Ensure new hires, employee changes, and separations are processed correctly and on time.
• Maintain wage, tax, garnishment, deduction, and direct-deposit documentation.
• Monitor payroll errors, identify recurring causes, and improve processes to prevent future issues.
• Serve as a clear and responsive point of contact for employee payroll questions.
• Administer employee benefit programs, including enrollment, eligibility changes, qualifying life events, coverage terminations, and accurate benefit and deduction records.
• Explain available benefits, coverage options, enrollment timelines, costs, and payroll deductions to employees in a clear and helpful manner.
• Coordinate with benefit brokers, insurance carriers, Paylocity, and internal leaders to resolve employee questions and benefit-related issues.

Workforce compliance and personnel records

• Maintain complete, accurate, secure, and audit-ready personnel records.
• Own tracking and renewal processes for background and registry checks, driver's licenses, auto insurance, CPR certifications, training records, and other required credentials.
• Establish standards for documentation that must be completed before an employee may work and processes for addressing expired or missing requirements.
• Complete routine file audits, develop corrective action plans, and verify timely resolution of deficiencies.
• Maintain required employment, eligibility, medical, training, competency, and professional-credential records.

Workplace standards systems and risk management

• Maintain and interpret the employee handbook, HR policies, job descriptions, classifications, forms, templates, and workflows.
• Create consistent performance-review, coaching, corrective-action, and documentation processes.
• Advise leaders on performance concerns, discipline, investigations, and termination decisions without replacing the authority of the direct supervisor.
• Lead sensitive or high-risk matters involving harassment, discrimination, retaliation, workplace safety, abuse, neglect, theft, exploitation, or threats of violence.
• Administer protected leave, workplace accommodations, workers' compensation, unemployment claims, benefits, and other employment-related programs.
• Maintain Paylocity's HR functions and employee records and improve the systems leaders use to manage employees consistently.
• Identify employment-related risks, recommend solutions, and train leaders on sound documentation and workplace practices.

Employee experience retention and culture

• Develop and maintain a consistent employee journey from orientation through ongoing development and separation.
• Build companywide practices for orientation, performance reviews, training, recognition, engagement, and retention.
• Coordinate engagement surveys, stay interviews, and exit interviews and turn feedback into practical improvements.
• Analyze turnover, early-tenure losses, absenteeism, retention, and employee feedback across branches.
• Report workforce trends and recommendations to executive leadership.
• Coach and support Directors of Operations without undermining their authority or assuming routine branch supervision.
• Model AmanaCare's expectations of being humble, driven, and people smart and ensure HR decisions reflect the company's mission and values.

Required qualifications

• Bachelor's degree or higher in Human Resources, Business Administration, Organizational Leadership, or a closely related field.
• Current SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable nationally recognized HR certification.
• At least five years of progressive professional HR experience, including at least two years managing an HR function or serving in an HR leadership role.
• Hands-on experience administering or overseeing payroll for a multi-employee organization.
• Demonstrated experience with employee investigations, policy administration, corrective action, leave and accommodation processes, and employment compliance.
• Strong written communication, discretion, judgment, organization, and follow-through.
• Ability to work full-time from AmanaCare's Lincoln office and collaborate effectively with leaders across multiple Nebraska territories.

Preferred qualifications

• Experience with Paylocity or a comparable HRIS and payroll platform.
• Experience supporting a multi-location, healthcare, home-care, or other highly regulated workforce.
• Experience managing high-volume hourly payroll, garnishments, credential tracking, and personnel-file audits.
• Experience creating employee-experience, retention, recognition, or leadership-development programs.

About AmanaCare

The word Amana means "faithfulness, loyalty, constancy, devotion, integrity, trust." It also means "support, confirmation; a guardian; a nurse." At AmanaCare, our goal is to confirm the God-given value of our clients and to support them through their unique circumstances. By providing constant, reliable care tailored to each person, we seek to be the guardian and nurse that they and their loved ones can trust.

That trust begins with our employees. As a faith-based, family-owned and -operated business, we strive to create a workplace where our staff can do meaningful work, grow professionally, and maintain a healthy balance between their work and personal lives. We value collaboration, accountability, and the unique strengths each person brings to our mission. Above all, we provide a leadership team that genuinely cares about our employees as much as our clients and is committed to supporting them through both challenges and opportunities.

AmanaCare is an equal opportunity employer. We are committed to hiring based on real merit, and we will not exclude, deny benefits to, or otherwise discriminate against anyone based on race, color, nationality, sex, gender, disability, religion, or age. If you are a caring, compassionate, and dependable human being, please let us talk with you.