A home health HR manager clears aides, caregivers, nurses and therapists to work and keeps every license, check and training record current. They also run pay practices, discipline and workers' comp, and pull anyone with a lapsed credential off the schedule until it's renewed.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, home health care agencies · BLS, May 2025
We're looking for an HR Manager to run hiring paperwork, compliance files, pay practices, and employee relations for a large workforce of aides, caregivers, nurses, and office staff. You'll keep every employee's credentials current, run onboarding and policies, and help leaders keep good caregivers from leaving.
2. Essential Duties and Responsibilities
Run onboarding checks as your state and payers require: background, registry, and federal exclusion checks, I-9 forms, health screenings, and license verification.
Track expiring licenses, CPR cards, health screenings, competency evaluations, and in-service training, and take anyone with a lapsed credential off the schedule.
Keep personnel files ready for state surveys and audits.
Set pay practices with the CFO that follow federal and state wage rules, including overtime and travel time between clients.
Handle employee relations, investigations, discipline, and terminations with managers.
Manage workers' compensation claims for injuries such as back strains, car accidents, and dog bites.
Lead the Recruiter and run retention efforts such as exit interviews, stay interviews, and caregiver recognition.
3. Key Tasks / Daily Activities
Process new hires and clear them to work once every check is back.
Answer caregiver questions about pay, schedules, and policies.
Review the credential expiration report and contact staff who are due.
Coach managers on attendance, performance, and documentation.
4. Key Performance Indicators (KPIs)
New hires cleared to work on time: [your target].
Staff with all credentials current: [your target].
Employee turnover by role: [your target].
Personnel file audit results: [your target].
Workers' compensation claims: [your target].
5. Required Qualifications and Skills
[4+] years of HR experience, including [2+] years in a lead or manager role.
Knows federal and state employment law, including wage-and-hour rules for home care workers.
Experience with background checks, I-9 forms, and credential tracking for licensed staff.
Comfortable with HR and payroll systems such as [your systems].
Keeps employee and health information confidential.
6. Preferred Experience
HR experience at a home health, home care, or other health care employer.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience with a workforce that is mostly part-time and in the field.
7. Physical Requirements
Office work at a computer for long periods, with frequent meetings.
Occasional travel to branch offices, and lifting files up to [15] pounds.
With or without reasonable accommodation.
8. Work Environment and Schedule
Office-based in [office city], with regular travel to branches.
Regular hours: [Monday through Friday], with some evening or weekend orientations.
Called in for urgent employee issues, such as an injury on a visit or a safety incident in a client's home.
9. Compensation and Benefits
Pay: [range and hourly or salary basis].
Additional pay: [overtime, bonus or incentive terms, or none].
Benefits: [health, dental, vision, retirement, paid time off, and when they start].
10. Company Culture and Overview
[Two or three sentences on what your company does, the area you serve, and the support a new hr manager gets in the first 90 days.]
11. How to Apply
[Apply link or email]. Our process: [phone interview, in-person interview, and next steps]. Contact [hiring contact] if you need an accommodation during the application process.
Need help filling this role? HireBus posts the ad, Iris interviews every applicant by phone before you do, and you decide who to hire. Start hiring now
What changes for HR at a home health and home care agency
Most of the staff come to the office for orientation and then work in patients' homes. Much of the money comes from Medicare and Medicaid, so HR's checks and files answer to health program rules as well as employment law.
Exclusion checks cover the whole staff
Anyone who hires a person on the federal exclusion list (LEIE) can face civil money penalties. Federal health programs won't pay for anything an excluded person furnishes. OIG says that reaches office and management work too, not just visits. So check billers and schedulers as well as nurses, at hire and routinely after. OIG usually updates the list by mid-month. It holds only OIG's own exclusions, so ask your state Medicaid program what else to check. Source: HHS-OIG: Exclusions program.
Background checks have a required order
Your state may require extra checks before a first visit. When a screening company prepares the report, the Fair Credit Reporting Act sets the steps. The applicant gets a notice in a stand-alone document, never inside the application, and signs a written OK. Before you turn someone down over the report, hand over a copy and the federal summary of rights, so they can dispute errors. A final notice follows if the answer is still no. The FTC adds that some states and cities restrict how employers use these reports. Source: FTC: Background checks, what employers need to know.
Paid orientation starts the I-9 clock
Agencies hire in groups and run orientation classes before the first client visit. The employer has three business days to complete Section 2, the employer's side of Form I-9, counting from the day paid work starts. A Monday start means Thursday. If you pay for orientation, its first day is the start date. Check documents in the classroom, not at the first visit weeks later. Source: USCIS: Completing Section 2 of Form I-9.
Every branch keeps an injury log
Agencies with more than ten employees at any point last year keep OSHA injury records. Neither home health nor home care is on OSHA's partial exemption list. Each branch has its own log. Caregivers who never come to the office still get linked to one branch. Enter each case within seven calendar days. Tell every caregiver how to report a dog bite or a back strain, and don't let the process discourage them from reporting. Source: eCFR: 29 CFR Part 1904, Recording and reporting occupational injuries and illnesses.
Credentials lapse on different dates
A nurse's license, a CPR card, an aide's in-service hours and any health screening your state requires each run on their own date. A missed date can put someone in a patient's home without the credential the job needs. Enroll nurses in Nursys e-Notify, which tells the employer about license and discipline changes at no cost. Then run one list of everything due next month, by branch. Source: Nurse Licensure Compact: What nurse employers need to know (2025 fact sheet).
How much home health HR managers make
The closest BLS group for home health HR managers is human resources managers. Human resources managers who work for home health care agencies earned a median of $124,060 a year ($59.64 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $149,280 median for human resources managers in all industries. About 1,080 of the 220,660 human resources managers in that survey work for home health care agencies.
A salary is the norm. Any bonus should reward fast clearance of new hires and clean file audits, never a low count of reported injuries.
Home health care agencies
$124,060$124,060 median Middle half $89,890–$167,630 10th–90th $72,800–$208,790
All industries
$149,280$149,280 median Middle half $111,110–$199,290 10th–90th $88,200–$267,810
$0k$50k$100k$150k$200k$250k$300k
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Home health care agencies
$72,800
$89,890
$124,060
$167,630
$208,790
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
Skills to hire for, and what you can teach
Hire for these
Moves a new hire from offer to cleared-to-work without letting one missing check slide
Knows the FCRA steps for background reports and your state's rules for caregiver checks
Investigates complaints about a caregiver's conduct in a client's home, fairly and on paper
Follows your state's wage law for caregivers and the federal home care overtime rule as it changes
Explains pay, schedules and policies to caregivers in plain words, by phone or text
Coaches branch managers to write things down before discipline, not after
Teach these on the job
Your state's registry, record and fingerprint check steps
Which payers and Medicaid programs add their own hiring checks
Your credential expiration report and how it blocks scheduling
Your workers' comp carrier's claim steps and light-duty options
How your agency pays visits, shifts, travel time and mileage
Expect a payroll and HR platform, a background screening vendor, the OIG exclusion search or a service that runs it, and the EMR or scheduling system where an expired credential should block a visit. Ask candidates whether an expiration in their last system actually stopped someone from being scheduled, or only sent an email.
Home health HR manager interview questions
They have their own page: 6 questions that test this job, what strong and weak answers sound like, and a work exercise to run with your finalists.
Fill in each target from your own hiring, credential and claim data for the last quarter, and review the set with the COO.
New hires cleared to work on time
Days from accepted offer to cleared-to-work for each hire, with the check that took longest. Split nurses from aides and caregivers, since license lookups and fingerprint results move at different speeds.
Staff with all credentials current
Every Monday, count active staff with nothing expired and divide by all active staff. Then confirm that anyone expired really is off the schedule.
Employee turnover by role
Leavers divided by average headcount, on separate lines for aides, caregivers, nurses, therapists and office staff, and by branch. Read exit interview reasons next to the numbers.
Personnel file audit results
Each quarter, pull a handful of personnel files per branch and score them against what state surveyors look for. Count files with any missing or expired item, and fix the step that let it slip.
Workers' compensation claims
Claims each quarter by cause, such as lifting, driving, falls or dog bites, and by branch, from the carrier's reports and the OSHA log. Never reward a low count, since it can mean people stopped reporting.
Career path
Credentialing or onboarding coordinatorBuilds new-hire files and works the expiration list.
RecruiterBrings in applicants and learns every hiring check.
HR ManagerOwns hiring checks, files, pay practices and employee relations.
Director of HR for an agency groupLeads HR across several agencies or states.
How often should a home health agency check the exclusion list?
OIG's exclusions page sets no schedule for providers. It says to check new hires and current staff routinely, and it notes that state Medicaid agencies must check monthly. A monthly check, run after OIG's mid-month update, is an easy habit to keep. Read your payer contracts and state Medicaid rules for any timing they set. If you find someone on the list who already works for you, talk to counsel about OIG's self-disclosure protocol.
How much does a home health HR manager make?
Human resources managers who work for home health care agencies earned a median of $124,060 a year ($59.64 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $89,890 and $167,630 a year. Pay also depends on your local market, experience and bonus terms.
Can we hire a caregiver who has a criminal record?
Start with your state's caregiver check rules. In California, for example, a home care aide's fingerprints go to the state Justice Department, and the aide needs a clearance before giving care. Someone with a record may need a state exemption first. California's Fair Chance Act generally keeps employers with five or more workers from asking about convictions before a job offer. It doesn't apply to jobs where a law requires the employer to run a background check. Ask counsel which rule covers each of your jobs, and ask every applicant for the same job the same questions.
Who tracks credentials, HR or the director of nursing?
Split it. HR keeps the file, the expiration list and the rule that a lapsed credential means no visits. The director of nursing owns clinical competency, including the aide skills checks. Agree on who calls the employee, who updates the schedule and who signs off when the credential is back.
Does a car crash between visits go on the OSHA log?
Often, yes. OSHA's definition of the work environment covers any place employees are working, and driving between clients is part of a caregiver's day. So a crash injury between visits is work-related. It goes on the log if it meets a recording test, such as care beyond first aid or days away from work. One exception helps. A crash on a public road outside a construction zone doesn't have to be phoned in to OSHA, even after a death, hospital admission, amputation or lost eye. It still goes on the log.
What background should a home health HR manager have?
The template asks for HR experience that covers background checks, I-9s and credential tracking for licensed staff, and it prefers a health care employer. Survey-ready personnel files and exclusion screening take the longest to learn on the job. The other hard part is a staff that is mostly part-time and rarely in the office. Ask how they kept files ready for a surveyor and how they reached caregivers who never came in.
