Housing Case Manager
The Salvation Army USA Western Territory | |||||||||||||||
parental leave, paid holidays, sick time, tuition assistance, 403(b) | |||||||||||||||
United States, Hawaii, Honolulu | |||||||||||||||
845 22nd Avenue (Show on map) | |||||||||||||||
June 16, 2024 | |||||||||||||||
Description
Family Treatment Services provides a puuhonua designed for women and children on their journey toward living a life free of substance use and violence. We provide gender responsive residential and outpatient treatment, infant mental health and family services and supportive housing that helps women create healthy, supportive relationships in their lives and set them on the path toward achieving their self-directed goals. We invite you to join our Team and help to make multi-generational change in our community! We are looking for a Housing Case Manager who will join our Ka 'Ohu Hou O Manoa transitional housing program for women who are transitioning out of incarceration and back into the community. Are you that individual? This is a rewarding position that requires strong community relationship building and coordination skills and an ability to work with women who are recovering from substance use disorders who are in the process of transition from incarceration. This position works closely with the Vocational Counselor, Family Recovery Support Worker and our housing coordinators for both our Manoa and Kaimuki campuses. Responsibilities:
Qualifications: Bachelor's degree in related counseling or case management field preferred and/or a minimum of 1 year work experience in substance use treatment and criminal justice services. Personal vehicle and Valid Hawaii Sate driver license required. Benefits
Pay rate depending on experience and education: Hourly rate from $19.71 to $22.59 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)
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