Mobility Mentor/Coach in Houston, TX at BakerRipley

Date Posted: 10/17/2020

Job Snapshot

Job Description

EXPECTED POSITIVE OUTCOMES

  • Complete and report updates of case load on a weekly basis to leadership.
  • Successfully resolve 3-4 established issues communicated within the department on a weekly basis.
  • Communicate to the proper parties within the community and interdepartmental on a monthly report.

ESSENTIAL FUNCTIONS

  • Must be able to manage a case load of up to 30 students effectively and efficiently.
  • Provide one-to-one mentoring, coaching, and goal setting, specifically around goals related to promoting economic mobility which includes but not limited to housing, budgeting, career and education, child care, health care, and more.  Express cultural competency and sensitivity with groups and individuals representing a variety of needs, abilities, and socioeconomic backgrounds.
  • Demonstrate advanced knowledge of principles of community organizing, service coordination, and advocacy to initiate/coordinate service delivery and follow-up services.
  • Demonstrate basic knowledge of scope and activities of public and private health, social service, advocacy, educational, and workforce development agencies in order to enhance stability of participants and their families.
  • Demonstrate advanced knowledge of workforce development, economic literacy, education and career exploration.
  • Ability to establish connections to community resources and institutions within area of expertise.
  • Ability to work collaboratively with partners, colleagues, and students.
  • Conduct detailed assessments and monitor and document student’s progress according to individual plans.
  • Document caseload efforts, including up-to-date and accurate documentation of electronic database systems.
  • Participate in the development and facilitation of student workshops and community groups.


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)