AHRC New York City Assistant Manager Group Home - Manhattan in New York, New York
A career with AHRC New York City affords you excellent benefits, growth opportunities, high level training, and job satisfaction through making a difference in someone's life.
AHRC NYC’s programs provide person-centered support for positive change and personal improvement. We support people with intellectual and developmental disabilities in a variety of settings as they work to attain the joys of independence and growth with the assistance of professionally trained staff.
We are currently seeking an Assistant Manager for one of our Manhattan locations.
Desirable candidates will exhibit honesty, integrity, creativity, motivation, a sense of humor, lots of flexibility, tenacity, the ability to lead and supervise, excellent written and verbal communication skills, patience, the ability to deal with emergencies as they arise. Additionally must have:
High School diploma or Equivalent.
Supervisory Experience in a residential setting
1-2 years experience working with people of Intellectual and/or Developmental Disabilities
The ability to use a computer.
Knowledge of OPWDD regulations.
Valid NYS driver's license.
Our residences operate 24-Hrs a day. Qualified candidates must be able to work a flexible schedule and be willing to work weekends. Days off are typically Friday/Saturday or Sunday/Monday.
Position Description :
Collaborates with management team to ensure smooth operation of the residence.
Provides direct supervision of direct support staff assigned to the residence under his/her jurisdiction.
Provides training for staff and monitors all aspects of residential care and treatment including the safe operation of the residence.
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- High School or better
- 1-2 year: Working with people with Intellectual and/or Developmental Disabilities.
- Supervisory experience in residential setting.
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)