What are the responsibilities and job description for the Coordinator, Employment - Youth (Seasonal) position at BakerRipley?
CORE DUTIES AND RESPONSIBILITIES :
- Assists in the recruitment and site validation of summer and year-round youth worksites.
- Provides orientation to work site supervisors regarding responsibilities, labor laws, and expectations.
- Matches youth to work opportunities by reviewing the assessments, interests, skills, previous work experience, and culture fit with the work site.
- Monitors work sites, throughout the Gulf Coast Region, in-person on a routine basis to resolve any issues and ensure compliance as required by processes and procedures.
- Will work with both interns and supervisors to promote safety and address any concerns.
- Will provide guidance to youth and to worksite to resolve issue that may arise on the worksite.
- Will facilitate meetings such as orientations in person or virtual.
- Will update counseling notes, databases, SmartSheets promptly to provide updated information.
- Recruits job openings from private sector employers for youth.
- Will collaborate with Career offices and Staffing Specialist to ensure job opportunities are available in the system and to coordinate work experience placements.
- Will collaborate with Career office staff to provide updates on youth enrolled in work experience.
- May assist in the collection or review of documents provided to determine eligibility for WIA Youth Program.
- Works to meet project and task deadlines
The selected candidates will be required to travel between the 12 Career Offices within the Houston area and they must have reliable transportation.
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)
