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    Women's Resident Manager - Phoenix, United States - Salvation Army

    Salvation Army
    Salvation Army Phoenix, United States

    2 weeks ago

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    Description
    WOMEN'S RESIDENCE MANAGERThe Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God.

    Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name, without discrimination.

    Under the direction of the Administrator of Program, the Residence Manager is responsible for the management of the women's residence facility and beneficiaries.

    As a team member in the Rehabilitation area, she promotes a climate for effective performance and learning through her attitudes, willingness to teach and learn and availability to beneficiaries and staff.

    MINIMUM REQUIREMENTSHigh School graduate or equivalent.

    Program graduate with continuing involvement in a program of recovery is desirable, but not requiredAbility to supervise beneficiaries as revealed by experience, training, and/or interview.

    Possession of valid Arizona Driver License with acceptable driving recordIntegrity, resourcefulness, initiative, and evidence of self-improvementDemonstrate ability to support and apply the philosophy and goals of The Salvation Army Adult Rehabilitation Center Program as stated in the Mission Statement.


    No evidence of existing chemical dependencyPHYSICAL REQUIREMENTS:
    Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
    Ability to grasp, push, pull objects such as files and file cabinet drawersAbility to lift up to 30 lbs.
    Ability to perform various repetitive motion tasksAbility to operate a motor vehiclePREFERRED QUALIFICATIONSTeam Player
    • Works well as a member of the group.

    Detail Oriented
    • Capable of carrying out a given task with all details necessary to get the task done well.

    Leadership
    • Inspires teammates to follow them.

    ESSENTIAL JOB DUTIES:
    Ensure proper maintenance of building, scheduling repairs and maintenance as needed.

    Provide orientation of new beneficiaries to the requirements of the residence and the programConduct random locker and room checks as required by review standards.

    Monitor, facilitate, supervise beneficiary activities including prescription medications, house meetings and devotions.
    Provide short-term crisis counseling.
    Provide recreational programming for beneficiaries. Participate in all activities at the residence.

    Act as a role model for beneficiaries, both as a resident of the ARC and as a woman in recoveryMaintain good order and discipline without favoritism in accordance with policies.

    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 c)

    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 c)
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