Human Resources Manager

You are applying for work with a Comfort Keepers franchisee, not CK Franchising, Inc. or any of its affiliates. If hired, the franchisee will be your only employer. Franchisees are independent business owners who set their own wage and benefit programs that can vary among franchisees.

About Comfort Keepers

Comfort Keepers is a leading provider of in-home care services, dedicated to helping older adults live safely, independently, and comfortably in their own homes. We deliver compassionate, personalized support that enhances quality of life and promotes dignity, connection, and independence. Our team of over 200 employees provides a wide range of services to seniors across northern lower peninsula including everything simple companionship to clinical care and hospice support. Maintaining a compassionate, skilled team of caregivers along with a motivated office staff that is driven to ensure we deliver promised service, is our highest priority.

At Comfort Keepers, we are committed to treating every client like family and elevating the human spirit through exceptional care.

Role Summary

The Human Resources Manager leads all HR functions for a growing home healthcare organization of approximately 200 employees, including caregivers, clinical staff, and administrative team members. This role leads recruitment, onboarding, retention, compliance, and employee engagement in a fast-paced, service-driven environment. This role also plays a critical part in ensuring that every employee is supported, engaged, and aligned with our mission: to treat each client with the dignity they deserve, as if caring for a member of our own family. The HR Manager partners closely with operations leadership to support our workforce in delivering high-quality care while championing a culture grounded in Responsibility, Progress, Teamwork, Kindness, and Generosity ensuring these values are reflected in how we hire, develop, and support our team—ultimately driving exceptional care for clients.

What You’ll Do

1. HR Leadership & Strategy

• Serve as the primary, hands‑on HR leader for the organization, directly overseeing and executing all core HR functions for employees and leadership
• Act as a strategic partner to ownership and operations leadership, providing them with practical, real‑time guidance on HR decisions, workforce challenges, and best practices
• Model and reinforce company values in all employee interactions and HR practices to build a culture where caregivers feel valued, respected, and connected to the mission
• Design and implement HR initiatives that support caregiver retention, engagement, and quality of care

2. High-Volume Recruitment & Mission-Driven Onboarding

• Manage full-cycle recruitment for caregivers, nurses, and administrative staff, including drafting and posting job ads, managing multiple open requisitions simultaneously, actively sourcing candidates, screening resumes, conducting phone and in-person interviews, coordinating interview schedules, and extending offers
• Develop and implement strategies to manage ongoing staffing needs, reduce time-to-fill, and meet quickly evolving daily needs for client care
• Lead all onboarding logistics from offer acceptance through first day, including preparing new hire paperwork, coordinating background checks and clearances, scheduling orientation and training, and ensuring new hires are fully prepared to begin work
• Deliver onboarding experiences that reinforce our mission, values, and standards of dignified care, ensuring new employees understand expectations, client care philosophy, and cultural norms from day one

3. Employee Relations & Support

• Provide support to employees, addressing questions or concerns with fairness, consistency, and compassion, while balancing individual needs with organizational standards and client care requirements
• Support a largely remote, field‑based workforce by maintaining regular communication, proactively checking in on employees, and ensuring staff working in clients’ homes feel connected, supported, and aligned with expectations
• Serve as the primary point of contact for employee relations matters, guiding leaders on how to handle performance concerns, attendance issues, behavioral issues, policy violations, and workplace conflicts
• Provide coaching for leaders on how to address issues, deliver difficult feedback, document concerns, and lead conversations with empathy, clarity, and accountability
• Conduct thorough, timely, and well‑documented investigations as needed, including interviewing employees and supervisors, gathering facts, assessing risk, and determining appropriate corrective action in alignment with policy and employment law
• Lead performance management and corrective action processes, guiding leaders on issuing verbal and written warnings, developing improvement plans, and supporting terminations when warranted
• Reinforce a culture of respect, accountability, recognition, and mission‑driven service by modeling appropriate behavior, addressing issues promptly, and ensuring employees understand how their performance impacts clients and teammates

4. Retention, Engagement & Recognition

• Lead and execute retention strategies including recognition and appreciation programs, career pathways and check-ins
• Create and facilitate opportunities for employee feedback and continuous improvement
• Monitor turnover and engagement trends and take proactive steps to strengthen workforce stability
• Conduct stay and exit interviews to identify themes, risks, and improvement opportunities

5. Compliance & Risk Management

• Manage day‑to‑day administration of HR systems, employee records, and workforce data, ensuring accuracy, consistency, and timely updates across the employee lifecycle
• Prepare and maintain regular HR reporting, tracking key workforce metrics such as turnover, retention, time‑to‑fill, and engagement, and translating insights into actionable improvements
• Ensure ongoing compliance with federal and state labor laws and applicable industry regulations, proactively identifying gaps and addressing issues before they escalate
• Maintain and audit employee files, licenses, certifications, background checks, and required credentials, ensuring documentation is current, complete, and audit‑ready at all times
• Draft, update, implement, and enforce HR policies and procedures, ensuring they are clearly communicated, consistently applied, and aligned with legal requirements and organizational practices
• Coordinate and support internal audits, external surveys, and regulatory reviews, including preparing documentation, responding to requests, and implementing follow‑up actions as needed

6. Training, Development & Growth

• Deliver onboarding and ongoing training programs that reinforce required skills, quality standards, and organizational values
• Track, coordinate, and ensure completion of all required in‑service training and continuing education
• Partner with clinical leadership on skills development and quality standards
• Support professional development and career pathways for caregivers and staff

7. Compensation, Benefits

• Administer benefits programs and support employee enrollment, including new hires, life events, and annual enrollment periods
• Serve as a primary resource for employee questions related to pay and benefits, providing clear, timely, and empathetic guidance on offerings, eligibility and access.
• Partner directly with benefit vendors and brokers to resolve issues, support enrollments, and ensure smooth program administration
• Monitor compensation and wage trends using internal data and market insights to support recruitment, retention, and workforce planning
• Collaborate closely with payroll to ensure accurate and timely processing, including reviewing changes, resolving discrepancies, and supporting payroll cycles

What We’re Looking For

• 5+ years of progressive HR experience (healthcare or home care preferred)
• Experience supporting a high-volume, hourly workforce
• Strong leadership, communication, and problem-solving skills
• A compassionate, people-first mindset aligned with our mission and values
• Solid understanding of employment law and HR best practices
• Bachelor’s degree in HR, Business, or related field (preferred)
• HR certification (SHRM-CP/SCP or PHR/SPHR) is a plus

Why Join Us

• Be part of a mission-driven organization that truly values its employees
• Help shape a positive, supportive culture for caregivers and staff
• Opportunity to make a meaningful impact on both employees and the clients we serve
• Competitive salary and benefits package
• Collaborative leadership team and growth opportunities

Apply Today

If you are passionate about people, purpose, and making a difference in your community, we’d love to hear from you.