Retention Specialist

• • Posted: September 6, 2024
• Full-Time
• On-site
• LocationsShowing 1 locationPhipps Neighborhoods Inc.
  New York, NY 10010, USA

Job Details

Description

Position Summary:

The Workforce Program Retention Specialist offers an excellent opportunity for an ambitious, organized and flexible professional to utilize their support and program expertise in order to maintain and increase pre and post program retention of OSOW youth and under skilled community population.

This person will report to and work closely with the Program Director to increase program retention for workforce development programs serving youth ages 16-24 within the Workforce Development department. The Workforce Program Retention Specialist will support the strategic program plan for identifying engagement tactics, activities, events, information and overall communication with our program participants.

They must be able to adapt to a fast-paced, continually evolving environment and thrive in a collaborative and team-oriented workplace. They must possess a strong passion for the fight to rise above poverty and the motivation to enact real change in an innovative and dynamic organization.

Salary range for this role will be $50,000 to $55,000 based on education, training and experience.

Duties & Responsibilities

• The Workforce Program Retention Specialist provides individualized support and coaching to clients including but not limited to: job searching to ensure post program placement retention, monitor client progress identifying where additional support is needed, and check with supported employee and employer at regular intervals, identify solutions to workplace/job placement concerns and facilitate coaching to assist both parties.
• Work with workforce development team and social service agencies to assist participants in navigating job search, college systems and resources successfully leading to fulfillment of contractual objectives.
• Document activities, progress, and outcomes collected on participant and employer activity in an internal database system. Maintain accurate participant records, perform filing and general clerical functions. Track and report on placement activities.
• Organize and run workshops integrated with labor market information, in-demand occupations, and trends in employment for our participants regarding employability and career pathways. 

Qualifications

• High School Diploma or equivalent required. Bachelor’s Degree from an accredited College or University preferred.
• 2+ years relevant work experience in hiring, training, and working with the targeted population.
• Other duties my be assigned 

 Phipps Houses and Affiliates is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, creed, color, religion, citizenship or national origin, ancestry, alienage, citizenship status, age, disability or handicap, sex, marital status, veteran status, pregnancy, gender, sexual orientation, or any other characteristic protected by applicable federal, state or local laws.  Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities and general treatment during employment. 

Qualifications

Skills

Preferred

Detail-oriented

Intermediate

Follow Through

Intermediate

Motivation

Intermediate

Verbal Communication

Intermediate

Written Communication

Intermediate

Behaviors

Preferred

Dedicated

: Devoted to a task or purpose with loyalty or integrity

Enthusiastic

: Shows intense and eager enjoyment and interest

Team Player

: Works well as a member of a group

Education

Required

High School Diploma or better in General Studies.

Preferred

Some college or better in Business Administration.

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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)