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Recruiting Program Manager Jobs in Helena, MT (NOW HIRING)

North West Home Care

Nurse Program Manager

Helena, MT · On-site

The Program Manager & Quality Assurance Coordinator is a licensed professional who plays a key role ... Participate in caregiver recruitment, new hire orientation, onboarding, and documentation training.

North West Home Care

Nurse Program Manager

Helena, MT · On-site

The Program Manager & Quality Assurance Coordinator is a licensed professional who plays a key role ... Participate in caregiver recruitment, new hire orientation, onboarding, and documentation training.

LifeWise Academy

Program Director

Boulder, MT · On-site

Recruit, train, encourage and support team members * Foster a safe, welcoming, Christ-centered ... Coordinate teams to ensure classes run smoothly and safely Managing Program Operations * Oversee ...

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Recruiting Program Manager information

See Helena, MT salary details

$41.2K

$82.3K

$142.1K

How much do recruiting program manager jobs pay per year?

As of Jul 31, 2026, the average yearly pay for recruiting program manager in Helena, MT is $82,258.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,100.00 and $106,100.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Recruiting Program Manager, and why are they important?

To thrive as a Recruiting Program Manager, you need expertise in talent acquisition, program management, and data-driven recruitment strategies, often supported by a bachelor's degree in HR or a related field. Familiarity with applicant tracking systems (ATS), HR analytics tools, and project management software like Asana or Trello is typically required. Strong interpersonal communication, organizational skills, and the ability to lead cross-functional teams set outstanding candidates apart. These skills ensure effective recruitment program execution, alignment with organizational goals, and a seamless candidate experience.

What is the difference between Recruiting Program Manager vs Talent Acquisition Specialist?

AspectRecruiting Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree, experience in program managementBachelor's degree, recruiting experience
Work EnvironmentOversees multiple recruiting initiatives, manages teamsFocuses on sourcing and screening candidates
Employer & Industry UsageUsed in large organizations, HR departmentsCommon in recruiting agencies and corporate HR
Search & Comparison IntentUnderstanding program management in recruitingFocus on candidate sourcing and hiring processes

The Recruiting Program Manager typically oversees multiple recruiting projects and manages teams, requiring program management skills. In contrast, a Talent Acquisition Specialist focuses on sourcing and screening candidates directly. Both roles are essential in the hiring process but differ in scope and responsibilities.

How does a Recruiting Program Manager typically collaborate with hiring managers and other departments to ensure effective talent acquisition?

A Recruiting Program Manager works closely with hiring managers and cross-functional teams to align recruitment strategies with organizational goals. This often involves facilitating regular meetings to understand staffing needs, providing market insights, and ensuring a smooth recruitment process. They coordinate with HR, department leads, and sometimes external partners to design and implement programs that attract and retain top talent. Strong communication and relationship-building skills are essential, as the role requires balancing multiple stakeholders’ priorities while maintaining a positive candidate experience.

What does a Recruiting Program Manager do?

A Recruiting Program Manager oversees and coordinates recruitment strategies and processes within an organization. They design and implement recruiting programs, manage talent acquisition initiatives, and collaborate with teams to ensure hiring goals are met efficiently. Their responsibilities often include analyzing recruitment metrics, improving candidate experiences, and working closely with HR and hiring managers. This role is vital for building effective recruitment pipelines and ensuring the organization attracts and retains top talent.
What are popular job titles related to Recruiting Program Manager jobs in Helena, MT? For Recruiting Program Manager jobs in Helena, MT, the most frequently searched job titles are:
What job categories do people searching Recruiting Program Manager jobs in Helena, MT look for? The top searched job categories for Recruiting Program Manager jobs in Helena, MT are:
What cities near Helena, MT are hiring for Recruiting Program Manager jobs? Cities near Helena, MT with the most Recruiting Program Manager job openings:
Recruiting Program Manager jobs near you

Nurse Program Manager

North West Home Care

Helena, MT • On-site

Full-time

Posted 15 days ago

Job description

) Position Summary
North West Home Care, Inc. is dedicated to delivering responsive, high-quality in-home caregiving services. The Program Manager & Quality Assurance Coordinator is a licensed professional who plays a key role in upholding clinical and operational standards of care, supporting our remote caregiver workforce, and ensuring seamless collaboration between client case management and office administration.
Working under the general supervision of the Company President, this individual ensures that client services are delivered in strict accordance with state guidelines, case management directives, physician orders, and company policies. The overarching goal is to help clients remain safely and independently in their homes while maintaining the highest possible quality of life.
This hybrid position combines Administrative oversight with active care management-assessing client needs, documenting findings, participating in care planning, and providing occasional nursing services. The ideal candidate thrives in a fast-paced environment, possesses a positive, solutions-oriented attitude, and models kind, compassionate listening under pressure. Comprehensive training and a supportive team structure are provided.
Qualifications
  • Education: Graduate of an accredited school of nursing
  • Licensure: Current Montana or Compact nursing license, free of disciplinary action.
  • Driver's License: Valid MT Driver's license with a clean driving record.
  • Experience: One or more years of supervisory experience preferred.
  • Technology Proficiency: Strong proficiency with mobile applications, MS Office™, email, and database/electronic care log systems.
  • Regulatory Knowledge: Working knowledge of State CFC/PAS program guidelines, Medicaid Waiver, VA, Private Pay, and Skilled Nursing authorizations (must be fully established within 3 months of employment).
  • Core Skills: Strong information-gathering, analytical, and problem-solving abilities; effective communication skills, including active listening, providing constructive feedback, and customer service.
Essential Job Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
Client & Case Management
  • Respond to client referrals, evaluate care requirements, conduct environmental assessments, and manage client intakes.
  • Formulate, implement, and routinely evaluate customized strategies of care to promote, maintain, or restore optimal client health throughout the life process.
  • Provide direct nursing services on occasion, operating within the scope of physician orders, case management guides, and company protocols.
  • Conduct regular follow-up visits and oversee service reauthorizations/recertifications.
  • Coordinate client scheduling preferences and ensure direct alignment with staffing capabilities.
  • Inform clients of shifts in policy, procedures, service delivery, or authorized care hours.
Quality Assurance, Compliance & Administration
  • Implement and audit agency policies, procedures, and state/regulatory compliance requirements.
  • Review, approve, and audit electronic client care logs to maintain regulatory accuracy.
  • Maintain highly accurate, detailed client charts and caregiver administrative records.
  • Log and report client intakes, discharges, logistical issues, and caregiver-related concerns.
  • Routinely advise and update the Company President on risk situations, service delivery concerns, and safety issues.
Workforce Mentor & Training
  • Directly Mentor, orient, and support Personal Care Attendants (PCAs), Certified Nursing Assistants (CNAs), and the remote caregiving workforce.
  • Advise and brief caregivers on individual client medical situations and specific care plans.
  • Participate in caregiver recruitment, new hire orientation, onboarding, and documentation training.
  • Communicate evolving staffing needs to Operations, HR, and Recruiting to align hiring with client counts.
  • Document performance-related situations, provide constructive feedback, deliver upskill training, and implement corrective interventions or solutions.
Emergency & Operations Support
  • Manage high-volume client and caregiver inquiries during peak operational periods with composure and professionalism.
  • Reinforce strict safety practices; investigate and respond to complaints, identified hazards, or incidents in close coordination with Human Resources.
  • Troubleshoot critical system, service, or operational issues efficiently.
  • Participate in the after-hours on-call rotation.
  • Perform additional duties or special projects as assigned to further company operations.
Key Competencies
  • Critical thinking and clinical analysis
  • Conflict resolution and de-escalation
  • Exceptional attention to detail
  • High emotional intelligence and professional resilience
  • Ability to work independently while remaining collaborative
Physical Demands & Environmental Conditions
  • Physical Tasks: Frequent standing, walking, bending, hearing, seeing, touching, and smelling. Prolonged sitting in a typical office environment. Occasional lifting, pulling, pushing, crouching, stair climbing, and fine motor manipulation.
  • Travel: Frequent travel between the office and client home settings, spanning up to a 75-mile distance in any direction. Must be comfortable driving in inclement weather and varied road conditions.
  • Workplace Resilience: Demands regular adaptation to shifting operational priorities, supported by team check-ins and structured workflows.

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