Director of Recuperative Care, Arleta, Ca

POSITION TITLE: Director of Recuperative Care
REPORTS TO: Director of Site Operations
LOCATION: Arleta, Ca
CLASSIFICATION: Exempt, Full Time
SALARY: $85,000 - $105,000.00
WORK SHIFT: Scheduled as needed
All positions require candidates to successfully pass a background check, LIVE scan and TB Test
Director of Recuperative Care
The Director of Recuperative Care serves as the senior operational leader for an assigned National Health Foundation (NHF) recuperative care program and is accountable for the overall performance, culture, compliance, financial stewardship, staffing, quality, and day-to-day operations of the facility.
NHF's Recuperative Care Program provides post-hospital and transitional care services to individuals experiencing homelessness who no longer require acute hospitalization but continue to need a safe and supportive environment in which to recover. Services are delivered through a trauma-informed, harm-reduction, person-centered approach and include medical oversight, social services, behavioral health support, housing navigation, guest services, and connections to community resources.
The Director is responsible for ensuring successful 24/7/365 operations, appropriate staffing and leadership coverage, high-quality guest services, interdisciplinary coordination, employee performance, contractual and regulatory compliance, census and utilization goals, financial performance, safety, risk management, and strong stakeholder relationships.
The Director is expected to maintain a highly visible leadership presence, establish clear accountability throughout the facility, develop managers and supervisors, proactively address performance and operational concerns, and create a culture grounded in NHF's values, professional boundaries, accountability, safety, collaboration, and radical hospitality.
The Director must demonstrate the ability to lead through complex employee, guest, operational, and community situations while exercising sound judgment and appropriately escalating significant matters to executive leadership and/or People & Culture.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. PROGRAM LEADERSHIP & OPERATIONAL ACCOUNTABILITY
Serve as the senior operational leader for the assigned facility and assume overall accountability for site performance.
Ensure appropriate 24/7/365 staffing, supervisory, and leadership coverage.
Maintain a regular and visible presence throughout the facility and across shifts as operationally necessary.
Establish clear standards of accountability for managers, supervisors, leads, and frontline employees.
Develop, implement, evaluate, and continuously improve operational systems, procedures, and workflows.
Conduct regular leadership and operational meetings to review staffing, census, guest concerns, incidents, compliance, performance, and other priorities.
Ensure identified operational problems have documented owners, action plans, deadlines, and appropriate follow-up.
Identify operational risks and implement corrective strategies before concerns significantly impact guests, employees, contractual performance, or the organization.
Ensure appropriate emergency preparedness, business continuity, and incident-response procedures.
Maintain a safe, structured, organized, welcoming, and professional facility.
Keep the Managing Director and appropriate leadership informed of significant operational developments, risks, accomplishments, and areas requiring executive intervention.
Provide operational leadership coverage when necessary to ensure continuity of services.
2. PEOPLE LEADERSHIP & MANAGEMENT ACCOUNTABILITY
Directly supervise assigned managers, department leaders, supervisors, and other designated employees.
Effectively lead multiple departments and a substantial workforce within a 24/7 service environment.
Establish measurable performance expectations for direct reports and hold leaders accountable for results.
Conduct regular one-on-one meetings with direct reports and provide documented coaching, feedback, mentoring, and development.
Complete timely and meaningful performance evaluations.
Ensure managers appropriately supervise their teams rather than routinely escalating basic management responsibilities.
Develop managers' capabilities in communication, employee relations, scheduling, coaching, documentation, conflict resolution, performance management, and policy enforcement.
Establish succession and development plans for key leadership positions.
Address leadership performance deficiencies promptly and consistently.
Model professionalism, sound judgment, confidentiality, integrity, accountability, and respectful workplace behavior.
3. STAFFING, ATTENDANCE & WORKFORCE MANAGEMENT
Maintain staffing levels necessary to meet guest, contractual, safety, and operational requirements.
Monitor vacancies, turnover, attendance, overtime, agency/temporary staffing utilization, scheduling gaps, and employee retention.
Hold managers accountable for maintaining appropriate schedules and addressing attendance and performance concerns.
Partner with People & Culture and Talent Acquisition to ensure vacancies are addressed promptly and hiring processes move forward within established organizational timelines.
Participate in recruitment and selection of management and other key positions.
Ensure new employees receive appropriate orientation, onboarding, training, supervision, and performance feedback.
Monitor new-hire performance and ensure concerns are addressed promptly during introductory periods.
Develop staffing strategies that reduce unnecessary overtime, agency utilization, and preventable turnover while maintaining appropriate coverage.
4. PERFORMANCE MANAGEMENT & EMPLOYEE RELATIONS
Work closely with People & Culture to establish and maintain a professional, respectful, inclusive, accountable, and productive work environment.
Ensure managers consistently enforce NHF policies, procedures, attendance requirements, professional boundaries, safety expectations, and standards of conduct.
Ensure employee concerns and complaints are promptly elevated through appropriate channels.
Partner with People & Culture regarding employee relations matters, investigations, accommodations, leaves, corrective action, performance improvement plans, and separations.
Ensure leaders maintain appropriate documentation of employee performance and conduct.
Participate in investigations and fact-finding as requested by People & Culture.
Maintain confidentiality regarding employee relations matters.
Do not independently initiate significant corrective action, suspension, or termination without required People & Culture review and authorization.
Promote appropriate management practices that support employee engagement while maintaining clear accountability.
5. GUEST SERVICES & QUALITY OF CARE
Ensure guests receive high-quality, respectful, trauma-informed, harm-reduction, and person-centered services.
Provide operational oversight of interdisciplinary services, including nursing/medical services, social services, guest services, behavioral health support, environmental services, food services, and other program functions.
Promote effective collaboration among clinical, social service, operational, and support teams.
Ensure guest concerns, grievances, incidents, and service issues are appropriately documented, reviewed, escalated, investigated, and resolved.
Monitor quality indicators, guest outcomes, service delivery, and program performance.
Ensure appropriate professional boundaries are maintained between employees, guests, volunteers, interns, contractors, and other individuals associated with the program.
Promote a culture of dignity, safety, respect, accountability, recovery, and radical hospitality.
6. COMPLIANCE & QUALITY ASSURANCE
Maintain compliance with applicable contracts, regulations, policies, funder requirements, program standards, and NHF procedures.
Maintain working knowledge of applicable LAHSA requirements, contractual requirements, and National Institute for Medical Respite Care (NIMRC) standards and guidance, as applicable.
Ensure readiness for internal and external audits, monitoring visits, inspections, and compliance reviews.
Ensure requested audit documentation is accurate, complete, and submitted within established deadlines.
Develop and oversee required Plans of Corrective Action (POCAs) and ensure corrective measures are implemented, monitored, and sustained.
Establish and monitor quality-assurance and cont

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