Description

　　THE SALVATION ARMY SEATTLE SOCIAL SERVICES

　　Assistant Director

　　Join a team where you can offer compassion, dignity, and sustainable opportunities for people in need in your local community!

　　The Salvation Army is an inspiring place to work. With offices in every major US city and over 120 countries around the globe, it’s a place where people can invest in people on every level. In the Northwest region of the United States, we are committed to being an efficient and effective network of local offices that provide the community with resources, such as food and shelter opportunities. As one of the most impactful social service organizations in the world, we hire people who constantly seek new ways to keep us moving forward.

　　Use your administrative and social services skills as a Assistant Director for HtH Redmond!

　　The Assistant Director - HtH Redmond oversees the daily operations of the HtH Emergency Housing/Permanent Supportive Housing (ESH/PSH) site, while working closely with to the TSA-Seattle Social Services Housing Director to ensure compliance to all rules, regulations, and contractual commitments.

　　This position is onsite, full-time, exempt, and located in Redmond, Washington.

　　Pay Rate: $85,000/year

　　Duties & Responsibilities

　　Maintain communication with ESH/PSH Director regarding contracts, personnel, grievances, and new partnerships.

　　Directly manage operations and supervision of HtH Emergency Housing/Permanent Supportive Housing program.

　　Serve as the primary contact for existing relationships with officials or funding agencies.

　　Maintain proactive relations with other service organizations.

　　Participate in grant and contract submissions related to the site, ensuring review by ESH Housing Director.

　　Provide assistance to guests to ensure a safe environment and compliance with rules.

　　Maintain a list of community resources for guests and provide information in a friendly and professional manner.

　　Respond to crisis and inquiry calls, providing support, information, and referrals as needed.

　　Represent Salvation Army programs positively to other community agencies.

　　Conduct periodic facility inspections and take appropriate action for hazards or issues.

　　Respond to emergencies and institute security procedures as necessary.

　　Assist with budget management and program contract compliance.

　　Provide orientation, support, and supervision to staff and volunteers.

　　Cooperate with other Salvation Army staff and programs.

　　Maintain records, generate reports, and perform administrative tasks as needed.

　　Comply with Salvation Army procedural requirements outlined in the Policy & Procedure Manual and Employee Handbook.

　　Education & Experience

　　College degree preferred or equivalent experience as a Program Manager

　　HS Diploma or GED required

　　Minimum of one-year experience in public contact/customer service

　　Minimum of two years administrative experience

　　Minimum of two years of program management experience

　　The information in this job description indicates the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description.

　　Health Insurance: Low bi-weekly premiums for employee-only coverage, Kaiser HMO for those residing in a Kaiser service area, Anthem EPO/PPO is available for those residing outside a Kaiser service area. Voluntary +1 and +family coverage at additional cost. Delta Dental DHMO and DPPO dental insurance are offered.

　　Life and Voluntary Options. An employer-paid life insurance policy covers employees. Voluntary supplemental life, short-term and long-term disability plans are available.

　　Retirement Plans: Employer-funded Money Purchase Pension Plan (Defined Contribution Plan) 50% vested at five years eligible service time. Plus, an employee-funded voluntary 403(b) option.

　　Parental Leave: The benefit is 40 hours of Paid Leave for qualifying events.

　　Sick Leave: 12 days of Sick Leave annually accruing from day one, eligible for use after three months’ service time.

　　Paid Vacation:

　　Two weeks annually, accruing from day one, for non-exempt positions.

　　Four weeks annually, accruing from day one, for exempt positions.

　　Accrued vacation is eligible for use after six months’ service time.

　　Paid Holidays: 13 designated holidays + 1 floating holiday per year

　　All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against based on disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.

　　The 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.

　　“The Salvation Army will comply with all governmental orders and any contractual obligations relative to COVID-19 safety measures, including mandatory vaccination of staff if required. The Salvation Army will consider requests for exemptions from any such requirements on either religious or medical grounds.”

　　Once a conditional offer has been made and then accepted by the applicant, The Salvation Army may then ask specific questions about vaccination status, if applicable. If the applicant requests an exemption, then the processes described in this summary should be followed.

　　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)