Job Title: Director of Scheduling
Classification: Exempt
Department: Scheduling
Revision Date: September 20, 2026
Reporting Relationships
Reports to: Vice President of Strategic Development
Positions Supervised: Scheduling Manager, Scheduling Supervisor
Summary
The Scheduling Director provides strategic leadership and oversight of all scheduling operations at KIM, ensuring that scheduling systems, processes, and teams operate efficiently and align with organizational goals. This role treats master scheduling as a primary driver of agency stability, service quality, and revenue protection, and owns the planning, implementation, and continuous improvement of scheduling practices while ensuring high-quality communication and service to clients, employees, and organizational partners. As a director-level leader, this role is expected to operate strategically and proactively - bringing data-informed recommendations to the VP of Strategic Development, modeling professionalism, and building a strong, capable Scheduling team that advances KIM's commitment to Consistency in Care, Integrity in Operations, and Stability & Growth.
Pay
$39.00-40.00/hour (annualized)
Essential Duties and Responsibilities
Leadership & Team Development
- Lead, mentor, and supervise the Scheduling Manager, Scheduling Supervisor, and Float Staff, setting clear expectations and holding the team accountable to director-level standards of professionalism and performance.
- Conduct regular 1:1s with direct reports to review priorities, remove obstacles, and support their professional growth; model this practice as an expectation for the team's own people-management approach.
- Build bench strength on the Scheduling team through mentoring, cross-training, and succession planning, ensuring the team can scale with organizational needs.
- Champion organizational culture and values, and execute retention and employee engagement strategies that build a resilient Scheduling team and workforce.
Strategic & Data-Informed Decision-Making
- Provide strategic direction and oversight for company-wide scheduling operations, aligning department goals with the agency's long-term strategic development.
- Use data-driven decision-making to identify inefficiencies in workforce deployment, forecast resource demands, and implement cost-control measures that maintain operational excellence.
- Provide accurate, timely scheduling data to support the VP of Strategic Development's predictive workforce models, helping anticipate staffing shortages and minimize reliance on reactive recruiting and emergency scheduling adjustments.
- Treat master scheduling as a primary driver of agency stability, service quality, and revenue protection.
Scheduling Systems & Operations
- Design, implement, and refine scheduling systems, workflows, and policies to support consistency, responsiveness, and operational efficiency.
- Drive workforce utilization strategies that optimize staffing patterns, maximize contract fulfillment, and maintain required client-to-staff ratios across all programs.
- Provide strategic leadership in labor-cost management by optimizing schedules, minimizing overtime exposure, and ensuring staffing allocations align with organizational budget targets.
- Directly analyze scheduling software data to systematically identify, track, and eliminate unauthorized overtime and open-shift inefficiencies.
Cross Functional Partnership
- Partner with Human Resources so that leave management (FMLA/PFML), overtime policy, and disciplinary actions are well integrated between Scheduling and HR.
- Ensure high-quality communication and service to clients, employees, and organizational partners regarding scheduling changes, coverage, and expectations.
Compliance & Records
- Ensure compliance with EEO, ADA, FMLA, OSHA, HIPAA, and other regulatory standards as they relate to scheduling.
- Oversee auditing processes for timesheet accuracy, schedule templates, and documentation integrity.
- Maintain a high degree of confidentiality and discretion when handling employee scheduling, leave, and other sensitive personnel matters.
Professional Standards
- Identify and implement workflow improvements across scheduling operations to provide responsive, efficient service to KIM's employees and clients.
- Manage multiple concurrent scheduling initiatives, meet deadlines, and guide the team through shifts in company policies and priorities.
- Maintain ongoing, transparent communication with the VP of Strategic Development, proactively sharing ideas, concerns, and data-driven recommendations.
- Provide transparent, objective, and factually accurate information to employees, managers, clients, and other KIM stakeholders.
- Respond promptly and considerately to the scheduling needs of employees, managers, and clients, actively listening and responding appropriately to feedback.
- Represent KIM in a courteous, professional manner in attitude, appearance, and communication - both within and outside the work environment - serving as an ethical champion for KIM's mission and holding the Scheduling team to the same standard.
Education and Experience
- Bachelor's degree desired, but not required.
- Minimum 5-10 years of HR experience.
- Ability to work with minimal supervision.
- Excellent written and verbal communication skills.
- Capability to adapt to a fast-changing environment.
- Exercises time management skills to manage multiple high priority projects.
- Ability to gain the trust and confidence of the executive and management team.
Certificates, Licenses and Registrations
- PHR preferred, but not required.
Knowledge and Abilities
ability to read, analyze, and interpret documents, reports, technical specifications, governmental regulations, and correspondence. Ability to apply proper grammar, spelling, punctuation, and format to communications. Ability to present information in one-on-one, small group, and large group situations to management and staff.
Mathematical Skills: Ability to work with mathematical concepts such as probability and statistical inference; ability to compute discount, interest, profit, loss, ratios and percents; and ability to draw and interpret graphs.
Reasoning Ability: Ability to solve a wide range of practical problems and deal with a variety of concrete and complex variables; ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form; and ability to deal with multiple variables.
Computer Skills: Ability to operate related computer applications (i.e. word processing and spreadsheet applications), and business equipment including personal computer, copy machine, fax machine, and telephone.
Physical Demands
Talking: Able to convey detailed or important instructions or ideas accurately, loudly, or quickly.
Average Hearing: Able to hear average or normal conversations and receive ordinary information.
Finger Dexterity: Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.
Repetitive Motion: Movements frequently and regularly required using the wrists, hands, and/or fingers.
Average Visual Abilities: Average, ordinary visual acuity necessary to prepare or inspect documents or products or operate machinery.
Physical Strength: Frequently required to sit, stand, and walk and occasionally required to stoop, kneel, crouch, or crawl. Occasionally required to lift and/or move up to 20 lbs.
Your Work Place
Internally, work is normally performed in a climate-controlled office environment, where exposure to conditions of extreme heat/cold, poor ventilation, and fumes are very limited. Noise level is moderate and may include sounds of normal office equipment (computers, telephones, etc.). No known environmental hazards are encountered in the normal performance of job duties.
Intent and Function of Job Descriptions
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by management as deemed appropriate.
Skills & Requirements Qualifications
