Home Health, Hospice & Long-Term Care Nursing salary guide

Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.

This is what we do all day: recruit healthcare professionals.

Published BLS wages for this family. BLS OEWS May 2025.

Home Health RN (Field Nurse, Visit Nurse, Home Health Case Manager) SOC 29-1141, Registered Nurses. broader match.
Hospice RN Case Manager SOC 29-1141, Registered Nurses. broader match.
Hospice Admissions Nurse SOC 29-1141, Registered Nurses. broader match.
Hospice After-Hours / Triage Nurse (On-Call RN) SOC 29-1141, Registered Nurses. broader match.
Private Duty Nurse (Pediatric Home Care, Trach and Vent RN or LPN) SOC 29-1141, Registered Nurses. broader match.
SNF Charge Nurse (RN Supervisor, House Supervisor, Long-Term Care) SOC 29-1141, Registered Nurses. broader match.
Subacute / Transitional Care Nurse (TCU RN) SOC 29-1141, Registered Nurses. broader match.
Assisted Living Wellness Nurse SOC 29-1141, Registered Nurses. broader match.
Unit Manager, Skilled Nursing (Nurse Unit Manager, LTC) SOC 29-1141, Registered Nurses. broader match.
Staff Development Coordinator, Skilled Nursing (SDC, In-Service Coordinator) SOC 29-1141, Registered Nurses. broader match.
Per Diem Home Health RN SOC 29-1141, Registered Nurses. broader match.

What roles are included in this salary guide?

This guide covers the home health, hospice, and long-term care nursing roles we most often review. It includes field nurses, case managers, admission nurses, on-call triage nurses, private duty nurses, SNF charge nurses, unit managers, and staff development leaders. We use it when a hiring manager needs a clear market view for one nurse seat or several.

Each title carries a different workday. A hospice admissions nurse spends more time on intake calls and chart review. A long-term care charge nurse is on the floor, answering call lights, assigning aides, and handling family questions.

How does the workday change by setting?

A home health RN may drive from home to home, complete assessments, teach families, and update the plan of care. A hospice case manager often balances visits, symptom reports, team updates, and family conversations. The work changes with each patient, route, and shift block.

In skilled nursing, the nurse is closer to the center of the building day. Medication passes, skin checks, provider calls, admissions, transfers, and shift handoff all sit on the same list. Assisted living wellness nurses spend more time on resident checks, forms, and escalation calls.

Which decisions belong to the nurse?

This group of jobs asks for judgment, but not the same kind in every seat. Some nurses decide when a symptom needs a provider call. Others decide how to pace visits, who needs reassessment, or when a family needs more teaching. We look for clear examples from prior work.

For hiring, ask who held the final call on schedule changes, visit changes, pain concerns, wound updates, or after-hours calls. The answer shows whether the nurse has worked independently or always with close direction.

What should a hiring manager ask about before interviewing?

Ask about the nurse’s last week, not only past titles. We want to hear about route planning, charting after visits, admission paperwork, order follow-up, and family contact. In long-term care, ask how the nurse handled staffing gaps, charge duties, and urgent resident changes.

For hospice and private duty roles, ask how the nurse handled death education, caregiver teaching, trach and vent monitoring, or night call. For staff development coordinators, ask about in-service planning, new hire orientation, annual skills checks, and work with the director of nursing.

How does the title affect the search?

Some openings need an RN with broad assessment work. Others are closer to a supervisor or educator seat. The title matters, but the daily tasks matter more. A unit manager in skilled nursing may spend part of the day on census review, family concerns, and staff direction, while still stepping in on the floor.

That difference changes who we speak with. A nurse who has only done bedside visits may not be the right fit for a manager seat. A strong educator may be wrong for a heavy field route. We compare the day, the charting load, and the amount of independent judgment.

How should you use wage data on this page?

This page is meant to help you frame a search, compare titles, and talk about pay with context. BLS wage data groups registered nurses together, so it does not capture every difference inside home health, hospice, assisted living, or skilled nursing. Use it as a broad reference, not a final offer.

When the role mixes field work, on-call coverage, or leadership duties, the market conversation changes. We can discuss those parts of the job one by one and keep the search tied to the actual shift, route, or unit.

What else should you ask about this edition?

How is a hospice admissions nurse different from a hospice case manager?

The admissions nurse spends more time on intake calls, eligibility review, chart review, and first-contact teaching. The case manager follows the patient after admission and handles ongoing visits, family updates, and care coordination. When we screen, we ask which part the nurse has done most often.

What should we ask a home health RN about independence?

Ask how they planned a day of visits, what they did when a patient was not home, and how they handled changes found in the home. We also ask who reviewed the plan of care and when the nurse could act on concerns without waiting for direction. Those answers show the level of independent work.

What matters most for a skilled nursing charge nurse or unit manager?

We look for floor leadership, resident follow-through, and steady shift control. That includes assignments, staff questions, family updates, incident reporting, and calls to providers when needed. Ask for examples from evenings, weekends, or shortage days, since those shifts reveal real judgment.

How do you screen for private duty pediatric home care experience?

Ask about the child’s routine, equipment, caregiver teaching, and what the nurse handled alone in the home. If the role includes trach or vent care, ask about monitoring, documentation, and what triggers an escalation call. We also ask how the nurse worked with parents and school or therapy contacts.