What are the responsibilities and job description for the Recovery Coach position at Center for Human Development, Inc.?
RECOVERY COACHES are individuals who are in personal recovery from addiction. They provide direct supports to individuals who identify as having issues with addiction and substance use in a new and innovative program. Working with one individual at a time, establish and support the person’s Recovery Plan by helping to set short term goals and motivate the person toward recovery. Develop a helpful, confidential and supportive relationship with people and provide informal guidance, act as a sounding board, and build peoples’ confidence and hope.
This position includes a meaningful partnership with Cooley Dickinson Hospital where you will be working with New Beginnings, a program to promote education and support for pregnant and postpartum women in recovery.
Requirements
Must have first-hand lived experience in addiction and recovery and have knowledge of the needs, concerns and goals of individuals who struggle with addiction. The ideal coach will have strong interpersonal skills; empathy for others; demonstrated commitment to supporting those with significant needs; flexibility and a sense of humor, as well as the ability to work well within a team model and independently. Reliability and able to learn about and observe rules of confidentiality and boundaries. Completion of the Recovery Coach Academy and computer skills preferred but not mandatory. We offer supervisory support, regular team gatherings, and ongoing training for professional growth. Advancement opportunities are available within the CHD structure.
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Education
Required- High School or better
Skills
Preferred- Bilingual
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)
