Description

　　This position is eligible for an up to $3,000 sign-on bonus! Relocation assistance and Visa sponsorship available!

　　The transition to adulthood can be difficult to navigate, especially for youth in their late teens or early 20s who have spent most of their lives in state care. The Home recognizes the unique issues that our youth “aging out” of the system face – including homelessness, unemployment, incarceration, early pregnancy and substance abuse—and offers resources and support designed to prepare them for their future as confident, self-sufficient adults in our community.

　　When you join The Home for Little Wanderers, you join a team of professionals dedicated to creating better, brighter futures for kids.

　　For over 200 years, The Home for Little Wanderers has helped build stable lives and hopeful tomorrows for vulnerable children and their families. Our 25+ community-based and residential programs serve thousands of at-risk youths from birth to age 26. Many of these children have experienced abuse, neglect, trauma, or a disrupted family life. As the oldest child welfare agency in America, we provide them with safe surroundings, permanent loving relationships, and a secure path toward a better, brighter future.

　　Valuing Diversity

　　We are committed to excellence in diversity, equity, and inclusion, while simultaneously creating a culture that supports those values. We believe the differences we bring enhance our ability to provide exceptional service and care to diverse children, families, and communities. Moreover, diversity, equity, inclusion, and belonging align with our values and our mission to help vulnerable children and their families build permanent, positive change.

　　The Life Coach/Case Worker II provides individual and family based therapeutic services, crisis intervention, and case management for The Home's Hillsborough Village program.

　　Position Description:

　　Provide housing stability services, crisis intervention and case management for transition aged youth program and clients referred from the Coordinated Entry system. Create a safe, youth-driven environment for all clients, particularly BIPOC and LGBTQ+ clients and those from other marginalized populations. The ideal candidate will genuinely enjoy working with and empowering young people and will build consistent, trusting staff to client relationships towards the goal of permanency.

　　Essential Functions:

　　Using Positive Youth Development provide life coaching and therapeutic support to TAY clients

　　Foster consistent professional relationships with clients based on their individual goals .

　　Provide in person youth driven support to clients regarding life skills, employment, housing search, voucher assistance and related tasks.

　　Ensure clients have obtained necessary identification and eligible benefits from government and provider partners, including family members where appropriate

　　Coordinate appropriate resources and services for clients and families. Act as an advocate for the client.

　　Administer written assessments, summary reports, documentation, treatment planning, and safety planning to appropriate parties in a timely, well written manner. Submit reports, documentation, assessments, and notes in a timely manner to the HMIS database. Ensure that documentation meets utilization review and quality assurance standards.

　　Continuously communicate with client collaterals and providers of supportive services. This may include extensive telephone contact and scheduling and attending case conference meetings. Facilitate communication between various providers.

　　Attend staff, community, governmental, and regional meetings germane to this project. Present client material, consult with supervisor and team members on challenging and difficult client issues. Participate in regular individual and group supervision.

　　Driving Requirements

　　May be required to operate a vehicle

　　May be required to have a valid driver’s license and a “satisfactory” driving record

　　May be required to have access to a personal vehicle for use during work hours

　　May be required to use personal vehicle to transport clients on occasion if/when needed

　　If required to transport clients, must maintain the minimum amounts of liability insurance as required by The Home and/or other regulatory requirements and vehicle registration must be current

　　Education and Experience:

　　Bachelor’s Degree or High School diploma or GED with relevant lived experience

　　Must be able to work with people of different backgrounds, languages and ethnicities

　　Computer literate, including Microsoft Office and Internet Explorer, with the ability to learn new software applications

　　Physical Requirements:

　　Standard office work such as typing and telephone work. Varied work hours should be expected.

　　Computer literate including Microsoft Office and Internet Explorer with the ability to learn new software applications.

　　The above is intended to describe the general content and requirements of work being performed by people assigned to this classification. It is not intended to be an exhaustive statement of all duties, responsibilities, or skills required of personnel so classified.What The Home Can Offer You

　　In addition to the chance to make a lasting impact on the lives of the youth served, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including:

　　Generous time off including up to 20 days per year for new full-time employees, plus 11 holidays, 5 sick days, and 2 personal days

　　Health and Dental Insurance that is effective immediately upon hire

　　Extensive training to new staff

　　Tuition reimbursement of up to $2,400 per fiscal year

　　403(b) Retirement Plan with employer match

　　Employer paid Long-term and Short-term Disability Insurance, plus Basic Life and AD&D Insurance

　　And more!

　　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)