Workforce Lead

Salary: 30k plus Quarterly KPI bonus

About the Role

Lotus Home Care is looking for a proactive and experienced Workforce Lead to support recruitment, employee engagement and retention across our growing network of domiciliary care services.

Working closely with Branch Managers and the People & Finance team, you will play an important role in helping services attract the right people, strengthen their workforce and improve the overall employee experience.

This is a varied, field-based role requiring regular visits to branches across Yorkshire, the Humber and Leicester. You will develop an understanding of the individual workforce challenges faced by each service and work collaboratively with managers to identify practical improvements.

A key part of the role will involve engaging directly with care staff, gathering employee feedback, analysing workforce trends and recommending initiatives to improve recruitment, retention and workforce stability.

Key Responsibilities

Recruitment and Workforce Planning

• Work closely with Branch Managers to understand staffing requirements, recruitment challenges and future workforce needs.
• Support recruitment campaigns, including candidate attraction, screening, interviews and recruitment events.
• Help managers develop tailored recruitment approaches based on local challenges, staffing levels and business growth plans.
• Identify alternative recruitment opportunities through colleges, job centres, community organisations and local partnerships.
• Review recruitment performance, including applicant suitability, interview attendance, successful appointments and onboarding conversion.
• Identify barriers affecting recruitment and work with managers to implement practical solutions.
• Support recruitment planning for new services, branch expansion and anticipated workforce requirements.
• Share successful recruitment practices across the Lotus Home Care network.

Employee Retention and Engagement

• Develop a clear understanding of employee retention challenges across individual services.
• Complete structured exit interviews to understand why employees leave and identify recurring themes.
• Conduct new starter check-ins at 30, 60 and 90 days to understand the employee experience and identify early concerns.
• Carry out carer QA interviews focused on employee experience, support and job satisfaction.
• Coordinate employee engagement and retention surveys across branches.
• Identify concerns relating to support, rotas, workload, working conditions, communication and career development.
• Identify opportunities to improve employee recognition, wellbeing, engagement and career development and report.
• Share good practice and successful retention initiatives across services.

Probation and Employee Experience

• Monitor the completion of employee probation reviews across all branches.
• Work with managers to ensure probation reviews are completed within the required timescales.
• Review early employee turnover and identify opportunities to improve the onboarding and induction experience.
• Support managers in developing positive employee experiences from recruitment through to ongoing employment.

Workforce Data, Analysis and Reporting

• Collect and analyse recruitment, retention, employee engagement and sickness absence data across the organisation.
• Monitor workforce indicators, including recruitment conversion, staff turnover, early leavers, probation completion, employee feedback and sickness absence levels.
• Monitor sickness absence trends by branch, including recurring short-term absence and changes in absence levels over time.
• Identify patterns that may indicate wider workforce challenges relating to workload, rotas, morale, management support or employee engagement.
• Highlight emerging absence trends and make evidence-based recommendations to the Associate Director of People & Finance for preventative workforce improvements.
• Identify trends and recurring workforce challenges within individual branches.
• Produce regular workforce reports highlighting findings, risks and opportunities for improvement.
• Provide the Associate Director of People & Finance with evidence-based recommendations for improving recruitment and retention.
• Monitor the effectiveness of agreed workforce initiatives and report on progress.
• Identify opportunities to improve workforce stability and reduce avoidable recruitment costs.
• Analyse sickness data at workforce and branch level only; individual absence case management, welfare meetings and formal sickness procedures remain with Branch Managers and HR.
• Branch Support and Continuous Improvement

Branch Support and Continuous Improvement

• Maintain regular contact with Branch Managers, providing practical support and guidance on recruitment and retention.
• Undertake planned visits to services across Yorkshire, the Humber and Leicester.
• Promote a positive workplace culture and support managers in creating an environment where employees feel valued, listened to and supported.

About You

Essential

• Proven experience in recruitment
• Experience supporting managers with recruitment and workforce challenges.
• Strong interpersonal and communication skills, with the ability to build positive working relationships.
• Experience conducting interviews and gathering employee feedback.
• Confidence analysing data, identifying trends and presenting findings.
• A proactive, practical and solution-focused approach.
• Strong organisational skills and the ability to manage competing priorities independently.
• Good working knowledge of Microsoft Office, Excel or Google Sheets.
• Full UK driving licence and access to a vehicle, with willingness to travel across our services.

Desirable

• Experience working within domiciliary care, health and social care or a similarly dispersed workforce.
• Understanding of the recruitment and retention challenges within the care sector.
• Experience preparing workforce reports and analysing people metrics.

CLOSING DATE FOR APPLICATIONS IS 13th November 2026. Interviews to take place WC 16 November 2026.

Pay: £30,000.00 per year

Benefits:

• Health & wellbeing programme
• Referral programme

Application question(s):

• Do you Recruitment experience?
• Do you have an domiciliary care sector experience either field or office based?

Licence/Certification:

• Driving Licence (required)

Work authorisation:

• United Kingdom (required)

Willingness to travel:

• 75% (required)

Work Location: In person

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