We're sorry, but this job posting has expired or this position is no longer available!
Advertisement
At Heartland Family Service, we are committed to building a culture that is trauma informed and values and celebrates diversity and inclusion. We believe this allows for better service delivery and innovation, as it encourages our employees to bring various experiences and uniqueness to the workplace.
Trauma Informed Care is an approach to engaging people with histories of trauma that recognizes the presence of trauma symptoms and acknowledges the role that trauma has played in their lives. Trauma Informed Care also acknowledges the effects of working with trauma survivors on our workforce and seeks to build collaborative and supportive working environments and relationships.
If you believe in our mission of creating healthy families and communities, and like a fast pace, collaborative and team-oriented environment, then Heartland Family Service is the agency for you.
SUMMARY DESCRIPTION OF WORK
This case manager will serve as a direct care staff/case manager in several residential programs at Heartland Family Service that serve clients who are trauma survivors, those that struggle with substance abuse or mental illness, and victims of intimate partner violence. These programs include substance abuse treatment centers for women with children, emergency shelters for survivors of domestic violence and human trafficking and a short-term housing program for individuals with mental health and substance abuse disorders. This position provides supervision and support to residents at their assigned location as part of the 24-hour direct care staff team in 6 residential programs.
Compensation: $25.00 per hour
Work Schedule: Monday though Sunday, evening and overnight assistance available
MINIMUM QUALIFICATIONS
Essential Duties and Responsibilities
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Please enter your email to create a job alert for this search!