Are you a passionate leader with a heart for serving those in need?
The Center for Human Development, Inc. is seeking a highly motivated and experienced Program Director to lead our innovative Enhanced Medical GLE (EMGLE) program. The EMGLE provides critical services for individuals with complex mental health and medical needs, helping them transition back into the community.
In this dynamic role, you'll wear two hats:
- Clinical Leader: You'll manage and deliver essential clinical services to clients, ensuring their treatment plans are comprehensive and effective. You'll also provide direct support and supervision to staff members, fostering a team environment focused on growth and development.
- Program Administrator: You'll oversee the overall operations of the EMGLE program. This includes tasks like budgeting, reporting, contract negotiation, and ensuring compliance with state regulations.
You'll be a great fit if you have:
- A Master's degree in a human services-related field (LICSW/LMHC required).
- 2-5 years of management experience in a mental health-related treatment program.
- Strong clinical skills and knowledge of evidence-based treatment practices.
- Excellent leadership and decision-making abilities.
- Budget management and financial literacy.
- Exceptional communication skills (written and verbal).
- A passion for advocating for clients and building strong relationships with community partners.
We offer:
- A competitive salary and benefits package.
- The opportunity to make a real impact in the lives of vulnerable individuals.
- A supportive and collaborative work environment.
- The chance to lead a dynamic and innovative program.
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Required
Required
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Licensed MH Counselor
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LICSW
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)