Welcome to Cherry Health - video about Cherry Health

Who we are:

Cherry Health, Michigan’s largest Federally Qualified Health Center (FQHC), operates in six counties across the state, is based in Grand Rapids. With a team of more than 800 health care professionals at 20 locations, Cherry Health focuses on removing barriers, expanding access, and delivering comprehensive quality health care services to underserved communities, regardless of an individual’s insurance status or ability to pay. We provide primary care, dental, vision, behavioral health, pharmacy services, substance abuse services, school based health centers and more.

Our Mission:

Cherry Health improves the health and wellness of individuals by providing comprehensive primary and behavioral health care while encouraging access by those who are underserved.

Our Vision:

Our community will be healthier because we will seek out and welcome those who need our services. All will be treated as family with integrated, coordinated care to improve health and personal well-being.

Our Values:

• Collaboration – Support the Cherry Health mission by encouraging teamwork to accomplish organizational goals.
• Customer Service–Serve internal and external customers in a welcoming manner with compassionate care.
• Diversity, Equity & Inclusion – Build a stronger culture through treating all patients and staff with respect, dignity and compassion.
• Innovation – Embrace creativity to improve patient care and workplace efficiency while remaining curious and open to learning.
• Integrity– Uphold the highest ethical standards by being honest and trustworthy.
• Professionalism–Create a positive work environment where we care accountable for our decision, our action and the results.

Requirements:

• Two years experience working in a healthcare or AmeriCorps setting, Bachelor’s degree in social services or human resources preferred or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job listed above.

Responsibilities:

• Contribute to ongoing program recruitment by promoting our AmeriCorps program with target populations and outreach to potential applicants.
• Coordinate applicant interview schedule, conduct applicant interviews along with the Director, and contribute to member selection decisions.
• Initiate and complete all components of the National Service Criminal History Check for each AmeriCorps member in accordance with AmeriCorps regulations.
• Manage and regularly audit AmeriCorps member paperwork and ensure member files are compliant, complete, organized, and accurate.
• Coordinate cycle of member and host site monitoring and compliance.
• Serve as an AmeriCorps Site Supervisor, as assigned.
• Collect and compile AmeriCorps member service and impact data, including service impact reports and Great Stories
• Monitor member timesheets, service hours, and reports in OnCorps.
• Perform AmeriCorps member site visits and compliance checks in conjunction with the Director.
• Prepare program compliance reports in accordance with program guidelines.
• Provide member oversight and support at team meeting, events, and service projects.
• Participate in the creation of content for AmeriCorps team meetings.
• Collaborate with Program Director in program evaluation, development, and improvement initiatives
• Attend AmeriCorps-related trainings as appropriate.

• Assist with ensuring adherence to all AmeriCorps program provisions.
• Manage and create content and visual materials for social media platforms.
• Other duties as assigned.

• Medical/dental/vision coverage
• A generous paid-time off (PTO) policy
• 403(b) retirement savings with an employer match contribution
• Onsite continuing education opportunities
• Vendor discounts
• And much more!

Deadline:

We are accepting applications for this position until the position is filled.

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)