Senior Manager Workforce Engagement

Honor Technology’s mission is to change the way society cares for older adults. As a leader in aging care innovation, Honor provides the technology, tools, and services that empower older adults to live life on their own terms. Honor’s growing portfolio includes its consumer care brand, Home Instead, Inc., the world’s leading provider of in-home care for older adults. With a global franchise network and more than 100,000 Care Pros, Home Instead delivers over 50 million hours of personalized care annually.

Together, Honor and Home Instead are setting a new standard for aging in place, backed by powerful technology, compassionate care, and a commitment to aging on your own terms.

Join us to create a new and better aging experience for our clients, their families, and our Care Professionals. 

Care Pros are at the heart of the care we deliver. Building a strong, reliable workforce means more than recruiting Care Pros and supporting them when challenges arise. It means creating an experience that gives Care Pros compelling reasons to stay, take on more work, and grow their careers with Honor.

As Sr. Manager, Care Pro Workforce Engagement, you will own the strategy and execution of programs and experiments designed to improve Care Pro retention, engagement, and workforce participation. You will use data, Care Pro insights, and operational trends to identify opportunities, understand barriers, and develop scalable solutions that drive measurable improvements in workforce outcomes.

This is an outcomes-driven role. You will be accountable for translating workforce insights into action, testing new approaches, and demonstrating the impact of your work through measurable business results — particularly Care Pro retention and hours worked. Programs such as recognition, community building, career development, and targeted engagement initiatives will be important tools in achieving those outcomes.

You will partner across Workforce, Care Operations, People, Communications, Legal, and other cross-functional teams to bring ideas to life and drive adoption across a large, distributed workforce.

This is a remote position.

About the Team:

The Care Pro Workforce team is focused on creating a stronger, more engaged, and reliable Care Pro workforce. We work across the organization to improve the Care Pro experience, remove barriers to participation, and build programs that support Care Pros throughout their journey with Honor — ultimately helping more Care Pros succeed and more clients receive consistent, high-quality care.

As a Sr. Manager, Care Pro Workforce Engagement at Honor, you will:

• Drive workforce strategy and business outcomes. Own the strategy for improving Care Pro retention, hours worked, and workforce participation, translating business priorities and workforce insights into high-impact initiatives.
• Design and scale engagement programs. Build programs across the Care Pro journey, including onboarding, early tenure, ongoing engagement, recognition, community building, and career development.
• Lead experimentation and innovation. Develop hypotheses about what drives Care Pro behavior, design experiments to test new approaches, and translate successful learnings into scalable programs and operating models.
• Champion the Care Pro experience. Develop a deep understanding of the Care Pro journey, identify barriers to engagement, and create meaningful opportunities for Care Pros to feel supported, recognized, connected, and empowered to grow.
• Use data to drive decisions. Establish and own program success measures, evaluate performance across markets and Care Pro segments, and connect engagement investments to measurable workforce and business outcomes.
• Lead cross-functional execution. Partner with Workforce, Care Operations, regional teams, and corporate functions to drive program awareness, adoption, and consistent execution across a large, distributed workforce.
• Continuously improve and optimize. Lead initiatives from concept through implementation and ongoing evaluation, scaling what works and redesigning or retiring programs that do not deliver meaningful impact.

Leadership Principles assessed during the interview:

• Ownership: Takes accountability for outcomes, drives initiatives from strategy through execution, and maintains a high bar for delivering results.
• Customer First: Keeps the Care Pro experience at the center of program design and decision-making while balancing workforce and business needs.
• Learn and Adapt: Uses data, experimentation, and feedback to challenge assumptions, learn quickly, and continuously improve results.

We're looking for you to bring:

• 8–10+ years of experience in program management, workforce engagement, employee experience, customer experience, community building, or a related field.
• Demonstrated experience designing and scaling programs that drive measurable improvements in retention, participation, utilization, or engagement.
• Strong analytical skills and experience using data to identify opportunities, develop hypotheses, measure outcomes, and inform decisions.
• Experience designing and leading experiments, pilots, or continuous improvement initiatives, with the ability to translate learnings into scalable solutions.
• Proven ability to lead complex, cross-functional initiatives from concept through implementation and ongoing optimization.
• Strong program management skills, including the ability to prioritize, manage multiple workstreams, and execute effectively in a fast-paced environment.
• Excellent written and verbal communication skills, with the ability to influence stakeholders and translate complex ideas into clear, compelling messages.
• Creative, resourceful, and comfortable operating in ambiguity, with a bias toward action, learning, and measurable impact.
• Ability to balance strategic thinking with hands-on execution, building programs that are meaningful to participants and operationally sustainable.
• Experience in healthcare, home care, frontline workforce management, or other people-centered service environments preferred.

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Our range reflects the hiring range for this position.  We use national average to determine pay as we are a remote first company.  Individual pay is based on a number of factors including qualifications, skills, experience, education, and training.

Base pay is just a part of our total rewards program.  Honor offers equity and 401K with up to a 4% match.  We provide medical, dental and vision coverage including zero cost plans for employees.  Short Term Disability, Long Term Disability and Life Insurance are fully employer paid with a voluntary additional Life Insurance option.  We offer a generous time off program, mental health benefits, wellness program, and discount program.

At Honor, we put people first. Our leadership culture is guided by Leadership Principles that prioritize integrity, compassion, and excellence. We offer a unique opportunity to lead with purpose and make a meaningful impact no matter your role.

Honor is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, political affiliation or belief.