Regional Manager

Lutheran Social Service MN is a dynamic social service organization serving children, youth and families, people with disabilities, older adults and military veterans. Trustworthiness is a value and strength shared by our employees and recognized by the communities we serve. We offer an ALIVE Workplace (Supportive, Positive and Fun) and careers that challenge, energize and rewards employees. Consider joining us!

Job Summary:

The Regional Manager is responsible for the overall management of the Caregiver Support and Respite Program. The Manager is responsible for directly supervising the Program Coordinators including, hiring, training, staff development and meeting the outcomes and goals of contracts and grants. The manager is responsible for working along with the Leadership team in developing programming, establishing community partnerships, and strategizing client and volunteer recruitment plans.

QUALIFICATIONS & REQUIREMENTS

• Bachelor’s Degree in Human Service field or 5 years of related experience is required.
• Project management, community development, business development and experience in strategic planning are strongly preferred.
• Management and staff development experience preferred
• The position requires excellent communication, problem solving and interpersonal skills. The ability to interact effectively with persons from diverse cultures and backgrounds is highly important.
• The position requires broad knowledge of human services and community development.
• Knowledge of practices, policies, and procedures related to older adult services required.
• Knowledge of practices, procedures, and policies for billing waiver services with MN DHS helpful.
• Ability to represent and market LSS in all communities in an effort to recruit volunteers and clients, garner referrals, promote and expand interest, and build positive relationships.
• Strong interest in multi-culturalism; understanding of diversity and a variety of backgrounds.
• Basic computer and phone skills.
• Valid driver’s license and reliable transportation. The position requires excellent organizational, communication, problem solving time management and interpersonal skills. The ability to interact effectively with persons from diverse cultures and backgrounds is highly important.
• The position requires broad knowledge of issues relating to aging and volunteerism.
• The position requires excellent reasoning and analytical skills to understand and effectively interpret agency policies, procedures and regulations.
• The position requires creativity, flexibility and adaptability to respond to work issues that can be ambiguous without an immediate clear-cut solution.
• The position must be able to interact with a variety of individuals, to problem solve and to work under the pressure of a heavy workload.
• Good time management and organizational skills are required.
• The position requires the ability to drive, as frequent travel is expected.
• Communication requirements of the job would require the ability to hear and speak.
• The position requires the ability to move about, visit sites, meet with community groups, etc.
• The position requires excellent reasoning and analytical skills to understand and effectively interpret agency policies, procedures, and regulations.
• The position requires creativity, flexibility, and adaptability to respond to work issues that can be ambiguous without an immediate clear-cut solution.
• This position has recurring access to vulnerable populations and is a “covered position” requiring a national sex offender check (NSOPW) and state BCA and Federal FBI fingerprint criminal background checks. Eligibility to serve is contingent upon results of these checks.
• Proficient with Microsoft Office products (Excel, Word, Outlook, etc.) is required.

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)