Family Support Case Manager (Interim Housing)

Seeking a caring, conscientious advocate with experience in direct community action. This individual will possess a Bachelor ' s degree in Social Work, Psychology or Sociology, with experience in case management. They will provide a wide range of direct case management services with emphasis on housing stability. They will develop, implement and evaluate educational and employment assistant programs to best serve program participants. They will also provide follow-up services to assigned families, in accordance with funder expectations and best practice standards.This position offers competitive pay, medical, vision, dental, paid time off, 401K and other voluntary benefits.
Position Highlights 1. Develops, reviews and evaluates service plans with participants on a monthly basis, while providing case management services to assigned families to meet their individualized needs, specifically focusing on housing, educational and employment needs.
2. Conducts intake and enrollment of new La Posada participants; a process which consists of data entry, document distribution and orientation on program policies, rules and procedures.
3. Actively conducts community outreach to build relationships with local businesses and social service agencies to increase opportunities for participants.
4. Provides all necessary referrals related to employment, mainstream benefits, housing, and continuously follows up on participant needs.
5. Meets with assigned participants and updates their client file on a weekly basis.
6. Works on other Adhoc projects as assigned by La Posada Team Supervisor.
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COVID-19 Vaccination Policy: Casa Central requires all new hires to be fully vaccinated by the first day of employment or be fully vaccinated within 60 days of hire date.
Employee Rights under the Family and Medical Leave Act
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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)