Director, Workforce Enablement & Development

Overview

Help at Home is the leading national provider of in‑home personal care services, where our mission is to enable individuals to live with independence and dignity at home. Our team supports 66,000 clients monthly with the help of 50,000 compassionate caregivers across 12 states. We’re looking for people who care about others, who are willing to listen, lean in and make impactful change. Each role at Help at Home can have a positive impact in supporting our caregivers and clients. If you are someone who leads with passion and integrity and are looking to join a rapidly growing, industry leading team, Help at Home may be a good fit for you.

Make an Impact Where It Matters Most

The Director of Workforce Enablement and Development serves as a strategic enabler focused on change management, organizational effectiveness, design, and experience in partnership with SVP, Workforce, Talent & Experience, SVP, Markets & Operations, COO, Enterprise Excellence, HR Business Partners and senior leadership, ensuring all change initiatives support the market and growth initiatives and broader enterprise strategy through disciplined change leadership and organizational development at Help at Home. This senior individual contributor role provides expert counsel to ensure that market‑level and enterprise‑level changes are not only strategically aligned with Help at Home goals but are human‑centered, sustainable, and measured for long‑term impact. While this role does not have immediate direct people management responsibility, it operates with senior‑level influence and accountability.

This is not a traditional HR role. It is a strategic, enterprise‑facing leadership position for someone who thrives at the intersection of organizational effectiveness, change leadership, and workforce development. You will influence senior leaders, guide transformation, and ensure our people strategies translate into meaningful, sustainable impact across the organization.

This is a REMOTE position with travel expectations to the Chicago, IL headquarters quarterly for on‑site collaboration and department meetings.

Our Benefits

• Comprehensive medical, dental, and vision coverage
• 401(k) retirement plan
• Paid time off and holidays
• Employee assistance programs and wellness initiatives
• Flexible options to support a balanced life
• Compensation range of $136,000‑$180,000 based on experience

Responsibilities

What You’ll Do

Workforce Enablement Responsibilities

Focus: Immediate change management, project‑specific adoption and sustainment, and risk mitigation.

• Integrated Change Strategy: Architect and lead the execution of comprehensive change management and organizational development strategies that directly drive business outcomes and operational proficiency.
• Enablement Frameworks: Design and deploy change enablement toolkits that equip people leaders to navigate their teams through transitions while maintaining resilience and team stability.
• Strategic Risk Management: Manage decision‑making and risk mitigation for critical business initiatives, ensuring the “human side” of change is prioritized alongside technical and operational delivery.
• Change Saturation & Readiness: Systematically assess change saturation and readiness across the various markets, central operations & enterprise; identify and elevate critical risks and mitigation strategies to senior leadership to prevent burnout and operational friction.
• Outcome Measurement: Establish and monitor KPIs for organizational change, providing insights that ensure initiatives lead to sustained behavioral change and high adoption across the enterprise.

Stakeholder Partnership & Advisory

• Executive Influence: Build high‑trust partnerships with business vertical leaders to ensure change efforts are seamlessly integrated into daily operations.
• Cross‑Functional Synergy: Partner across the enterprise to ensure change efforts do not occur in silos.
• Strategic Coaching: Act as a coach to senior leaders, enhancing their ability to lead through change and act as effective, visible change sponsors.

Workforce Development (OD) Responsibilities

Focus: Long‑term operational and organizational health, effectiveness, and cultural architecture, focused on accelerating markets & growth transformation.

• Strategic Advisory & Design: Serve as a principal advisor on organizational design and effectiveness to senior HR Business Partners and senior leaders.
• Complex OD Interventions: Lead the design and implementation of high‑stakes interventions, including organizational development, design and culture transformation.
• Leadership Development Program Design: Partner with Senior Director, Talent & Learning to design leadership programs and enhance workforce capabilities.

Qualifications

What You Bring

• Leadership Development and Learning Strategies: Ability to design and lead leadership development and learning strategies that build capability, strengthen performance, support change adoption, and align workforce skills with business priorities.
• Advanced Facilitation: Master‑level facilitation skills for executive cohorts, leadership retreats, and large‑scale experiential learning.
• Systems Thinking: Deep understanding of how changes in one part of the home care ecosystem impact broader organizational health.
• Influencing Without Authority: Proven ability to navigate a cross‑functional environment and drive results through advisory and partnership as a senior individual contributor.
• Strategic Mindset: Demonstrated ability to operate as a high‑level individual contributor, influencing executive stakeholders without a direct‑report structure.

Qualifications

• Bachelor’s degree required; master’s degree preferred in Organizational Development or related field
• Eight (8) years of experience in Organizational Development and Change Leadership, preferably in home care, healthcare, or related industries
• Certifications: ICF ACC‑certified coach (or higher) preferred; experience with Gallup Clifton Strengths, Emotional Intelligence (EQ), and team effectiveness methodologies preferred

Why Help at Home

We are building a culture where people feel valued, supported, and empowered to do their best work.

At Help at Home, that means:

• Investing in your growth and leadership development
• Creating opportunities to influence meaningful, mission‑driven work
• Supporting flexibility and well‑being where possible
• Fostering a culture of respect, accountability, and inclusion

We believe that when our people thrive, so do the clients and communities we serve.

Job Profile Summary

The Director of Workforce Enablement and Development is a strategic leader who drives enterprise change, organizational effectiveness, and leadership development to support business growth and unlock workforce potential.