Hiring Full and Part time!
As a Safe Harbor Supportive Services Case Manager, you will provide case management services to youth who have been or are at risk for experiencing sexual exploitation. You facilitate educational and support groups, attend collaborative meetings, and work collaboratively to assure youth are supported and safe. You will market and recruit program services and compile and submit program reports/data for program management.
$1,000 Hiring Bonus!
Job Requirements:- Bachelor's degree in social service or related field and one year of working with youth, life skills training, and group facilitation.
- A valid driver's license, acceptable driving record, reliable transportation, valid insurance and a Motor Vehicle Check.
- Strong organizational skills.
- Ability to be focused and attentive for an extended period of time.
- Able to develop, guide and provide follow-up for client transition plans.
- Ability to promote a positive attitude regarding LSS and other programs to the public.
- Knowledgeable regarding community programs and referrals.
Lutheran Social Service MN is a dynamic social service organization serving children, youth and families, people with disabilities, older adults and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize and rewards employees. Consider joining us!
Lutheran Social Service of MN is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. We actively foster an environment that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety and respect.
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)