EDUCATION:

Bachelor's degree in social work, human services, vocational rehabilitation, or related

field preferred. Three to four years of relevant work experience and Career Navigator

Certified through GII may be considered.

EXPERIENCE:

At least 3 years of experience in supported employment or vocational rehabilitation.

Experience in career counseling, coaching, or human resources. Strong understanding of job market trends and employer expectations. Proficient in using career assessment tools and job search platforms.

KNOWLEDGE:

Target Population Expertise: Deep knowledge of and sensitivity to the unique needs of justice-involved, unemployed, and underemployed clients.

Advocacy & Persuasion: Ability to effectively "sell" the value of diverse hiring and community-based workforce programs to employer partners.

Communication Excellence: Demonstrated strength in verbal and written communication, as well as high-level interpersonal skills.

Critical Thinking: Proven ability as a critical thinker and problem solver with strong decision-making and research skills.

Administrative & Operational Skill: Documented proficiency in analyzing information, workflow implementation, and time management.

Professional Integrity: High standards of integrity, human relations, and conflict resolution.

Leadership: Strong leadership and team management skills, with the ability to motivate others toward achieving professional goals.

Market Strategy: Comprehensive knowledge of local labor markets and modern job development strategies.

Regulatory Compliance: Familiarity with relevant regulations and standards within the field of supported employment.

1. Employer Engagement

• Corporate Relationship Management: Develop and execute a strategic outreach plan to engage C-suite executives and HR directors, positioning GoodWorks Pathways as a premier talent sourcing partner.
• Represent the organization at Chambers of Commerce meetings, industry associations, and local business networking events.
• Deliver professional presentations to executive leadership regarding the benefits of inclusive hiring and tax credit incentives (such as WOTC).
• Maintain a comprehensive CRM database of local employers, contact history, and hiring cycles.

2. Job Development

• Conduct "Job Carving" sessions with employers to modify existing job duties to better fit the unique strengths of program participants.
• Identify "hidden" job market opportunities by understanding an employer’s future expansion plans or high-turnover areas.
• Advocate for participants by highlighting transferable skills and potential rather than just past work history.
• Develop customized recruitment plans for large-scale hiring needs or new business openings in the area.

3. Account Management

• Perform regular "check-ins" with employers’ post-hire to mediate any initial workplace challenges and ensure cultural fit.
• Act as a consultant for employers on workplace accommodations and diversity, equity, and inclusion (DEI) best practices.
• Collect and analyze employer satisfaction surveys to improve organizational service delivery.
• Identify opportunities for "upskilling" current employees through GoodWorks training programs.

4. Market Analysis

• Analyze monthly labor market reports to identify "high-growth" industries and emerging job titles.
• Collaborate with the Department of Labor and local workforce boards to stay updated on economic development shifts.
• Report back to the training team on specific technical skills or certifications that employers are currently prioritizing.
• Track competitor activity and local wage trends to ensure our participants are being placed in competitive, livable-wage roles.

5. Placement Strategy

• Facilitate "Mock Interviews" for participants to prepare them for specific employer expectations.
• Review participant resumes and portfolios to ensure they meet the specific technical requirements of OVGI partner businesses.
• Coordinate with the Supported Employment team to ensure participants have the necessary "soft skills" and support systems (transportation, childcare) before placement.
• Lead "huddle" meetings with the coaching team to match the highest-priority candidates with urgent job openings.

6. Event Coordination

• Design and distribute promotional materials for hiring events through social media and local community boards.
• Manage logistics for on-site interviews, including room reservations, technology needs, and candidate scheduling.
• Host "Industry Days" where employers visit the facility to speak about career pathways and corporate culture.
• Analyze the ROI of each event (number of attendees vs. number of hires) to refine future event strategies.

7. Reporting & Compliance

• KPI Tracking: Maintain real-time dashboards tracking key performance indicators, including employer contact volume, job orders generated, and successful placements.
• Retention Documentation: Document 30, 60, and 90-day employment retention milestones to measure the long-term success of placements.
• Grant & Regulatory Compliance: Ensure all employer and participant interactions are recorded according to state, federal, and organizational funding requirements (e.g., WIOA or private grant standards).
• Outcome Analysis: Prepare monthly and quarterly reports for the Workforce Development Director summarizing placement trends, average starting wages, and industry-specific growth.
• Case Note Management: Update internal digital systems with detailed notes on employer feedback and participant progress to ensure the Coaching Department (1579) has the most current information.
• Internal Audits: Participate in regular file reviews to ensure data integrity and that all "Right to Work" and "Job Offer" documentation is accurately filed.