Regional Coordinator
 Lutheran Social Service of Minnesota | |
41600.00
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 United States, Minnesota, Willmar | |
 Nov 22, 2024 | |
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Description
Lutheran Social Service MN is a dynamic social service organization serving children, youth and families, people with disabilities, older adults and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize and rewards employees. Consider joining us! As the Regional Coordinator, you will assist the regional manager in the supervision and management of the over-all operations of the Caregiver Support and Respite Program, and Friendly Helper Service in a designated geographic area. You will be responsible for the development, planning, implementation and maintenance of caregiver services, maintenance of records and compliance activities, and assist the regional manager with fundraising and development to support Caregiver programming in local Region (including donations and grants). As the Regional Coordinator, you will be responsible for engaging members (clients) in service by providing direct care to increase socializations and connect to community and resources in your designated region. Complete program outreach, friendly visits (telephonic and in-person) light household chores, personal errands (such as grocery shopping and transportation). Job Requirements:
Lutheran Social Service of MN is an Equal Opportunity and Affirmative Action Employer of all people regardless of gender, race, culture, religion, ethnicity, protected veteran status and/or disability. It is the expectation that all LSS/CHS employees will behave in a manner that is free of racism, discrimination, bias, and harassment where all individuals are treated with dignity, safety and respect. 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)
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