What are the responsibilities and job description for the Recovery Coach position at Center for Human Development?
Take this opportunity to join an exciting new Program! CHD is seeking Recovery Coaches for Crisis, Crisis-Stabilization, and Outpatient Programs in our new Community Behavioral Health Clinic!
The CBHC RECOVERY COACH works with individuals enrolled in Community Behavioral Health Center (CBHC) Programs who self-identify as needing support around substance use. They provide role-modeling to adults with substance use disorders within the CBHC's Mobile Crisis Intervention and Crisis Stabilization Programs. Working with one individual at a time, establish and support the client's Recovery Plan by helping to set short term goals and motivate the person toward recovery. Develop a helpful, confidential and supportive relationship with clients and provide informal guidance, act as a sounding board, and build client's confidence and hope. The Recovery Coach may assist in arranging services to which the individual is being referred after the Crisis intervention, and they shall work with the Member and family to support them during the transition and/or within the conjoined Crisis Stabilization Programs.
Minimum Qualifications:
- Lived experience with a psychiatric diagnosis and/or substance use
- Completion of the Recovery Coach Academy or Certified Peer Specialist, preferred. Completion of programming within 12 months of employment possible.
- Demonstrated ability to engage and build respectful and collaborative relationships with peers, providers, and external agencies
- Experience in advocacy or peer support preferred
- High school diploma or GED required, college degree preferred.
- Ability to pass Red Cross, CPR, and First AID Certification.
- Valid Driver’s License and reliable vehicle for work purposes
- Basic computer word processing skills
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)
