Description

Job Title: Lead Housing Navigator FLSA Status: Full Time - non-exempt Reports to: Program Manager Schedule: FT, varies Supervises: Housing Navigators Rate of Pay: $28/hour Close Date: 5/6/2024 Benefits: Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following: Health, vision, dental, life as well as voluntary life and disability insurance Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire) Vacation benefit - 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment) One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment) Pension Plan (after one year of continuous service) Voluntary Tax-Deferred Annuity Plan (403(b)plan) Function: Support individuals experiencing homelessness by helping them become permanently housed. Core activities will include providing ongoing housing navigation services for participating guests which includes assessment, identifying and addressing barriers, referrals to appropriate Salvation Army and community resources, and database recording of all activities. The lead housing navigator will liaise with landlords, and permanent supportive housing agencies in the Denver Metro community on behalf of participating guest

Duties and Responsibilities: (List by section/topic as possible) Oversee the provision of housing navigation services Assess and develop a best practice re-integration program and housing plan for clients Network with and connect appropriate community resources/services Oversee Housing Navigators Develop navigation services that effectively transitions men to greater self-sufficiency. Supervise housing navigators within the program Manage a limited caseload of the most complex cases Work with Program manager to develop coordination with housing navigators and case management Keep up-to-date documentation and records of all men participating in housing programing in appropriate databases. Produce timely data reports, including outcome measures and quarterly reports for city contracts. Monitor and track financials related to housing services. Complete the following training: The Salvation Army Driver Training, The Salvation Army's Protecting the Mission Training, The Salvation Army Pathway of Hope Training, HIPPA Compliance Training, Clarity and WellSky databa Network with Community Resources and Partners Initiate networking relationships with appropriate community and service agencies. Encourage coordinated access/connection for residents with necessary community services Participate in community meetings and collaborations as assigned by the Program Manager Promote community and for-profit involvement with support Referrals as needed. Special Projects Offer leadership to special projects assigned by the Program Manager

Qualification and Education Requirements Master's degree in social work (MSW), preferred. Bachelor's degree required. Two years' work experience with homeless populations in crisis. Experience with providing case management/housing navigation required. Must have some experience working with poor and culturally diverse populations. The individual must have/obtain current certification in first aid and CPR skills or obtain them within six months of hire. The individual should have crisis intervention and non-violent mediation skills. Qualification

Education Bachelors (required)

Experience 2 years: 2 years work with homeless population in crisis (required)

Licenses & Certifications Driver's License (required)

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)

All qualified applicants will receive consideration for employment without