Director of Memory Care - Sarasota, United States - Harbor Retirement Associates

Description

Ability to provide oversight for non-licensed operations in Memory Care;
Actively manage resident's safety, life enrichment programs, social settings in dining, and appropriate dementia environment;
Ability to be an Alzheimer's trainer, support group facilitator and family advocate;
Bachelor's degree preferred; equivalent education and experience; subject to State requirements;
Training in dementia care or Alzheimer's is strongly preferred;
Able to effectively supervise a diverse employee work group;
One to two years related experience and/or training or equivalent combination of education, experience and staff management;
Experience using Microsoft Office and Outlook software. Basic typing skills required;
Previous experience in caring for seniors in an assisted living or nursing home environment;
Supervision and management experience to supervise staff;
Able to communicate effectively with all levels of management, associates, residents, family members, and outside contacts;
Able to calculate figures and amounts in order to manage supply and expense budget;
Basic CPR/first aid training;
Knowledge of current Federal and State laws pertaining to assisted living and/or memory care communities;
Able to make independent decisions;
Must possess a passion to work with and around senior citizens.
Competitive Wages
Tuition Reimbursement
Opportunities for Advancement / Mentorship Program
Company Paid Life Insurance
Paid Sick & Vacation Time
Company Paid Holidays
Company Matched 401k Program
and most of all Fun
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 c)

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