Recovery Coach - HOPE Clinic

Site: The General Hospital Corporation

At Mass General Brigham, we know it takes a surprising range of talented professionals to advance our mission—from doctors, nurses, business people and tech experts, to dedicated researchers and systems analysts. As a not-for-profit organization, Mass General Brigham is committed to supporting patient care, research, teaching, and service to the community. We place great value on being a diverse, equitable and inclusive organization as we aim to reflect the diversity of the patients we serve.

At Mass General Brigham, we believe a diverse set of backgrounds and lived experiences makes us stronger by challenging our assumptions with new perspectives that can drive revolutionary discoveries in medical innovations in research and patient care. Therefore, we invite and welcome applicants from traditionally underrepresented groups in healthcare — people of color, people with disabilities, LGBTQ community, and/or gender expansive, first and second-generation immigrants, veterans, and people from different socioeconomic backgrounds – to apply.

Summary:

Job Summary

Part of an interdisciplinary team that provides support services for patients addicted to alcohol and other drugs during their first year of recovery. The overall goal is to monitor behaviors, care for and provide assistance to patients in early abstinence.

Does this position require Patient Care? Yes

Essential Functions

• Consult and coordinate with healthcare team members to assess, plan, implement, or evaluate patient care plans.
• Assist new patients who enter the program with paperwork, orientation and settling in.
• Assists in implementing treatment plans.
• Develop relationships with community groups/agencies in partnership with other in the agency.
• Attends and participates in treatment team meetings.
• Meets with patients regularly to assist them in their recovery.
• Update system notes and data fields.
• The position collaborates with and cross-covers the part-time HOPE RC.
  
  

Qualifications

The Recovery Coach (RC) is a vital, non-clinical member of the MGH HOPE Clinic team, supporting pregnant and postpartum patients with substance use disorder (SUD) and their babies for up to two years. The RC provides peer recovery support, helping patients define and work towards their recovery goals. This role requires knowledge of recovery resources, multiple recovery pathways, and the unique needs of pregnant and postpartum individuals.

This full-time (40 hours/week) position is based on-site at the MGH HOPE Clinic located at Massachusetts General Hospital (MGH) main campus.

The position collaborates with and cross-covers the part-time HOPE RC.

Key Responsibilities:

• Serve as a liaison between the recovery community, addiction treatment system, healthcare providers, and the participant’s social networks to facilitate connections across systems of care.
• Collaborate with the care team to support evidence-based services for people with SUD.
• Address barriers to recovery, providing advocacy and serving as a role model.
• Conduct active outreach efforts to encourage participation in health care, self-help, pro-social and recovery-oriented groups and services.
• Support hospitalized pregnant and postpartum patients with SUD, helping create a welcoming environment and assisting with care transitions.
• Help participants navigate healthcare and social service systems, accompanying them to appointments as needed.
• Together with clinical staff, facilitate access to treatment and social services while advocating on patients’ behalf to decrease barriers to care.
• Educate patients about addiction, safe use practices, and recovery pathways, using motivational techniques to promote healthy decisions.
• Provide peer coaching to help patients develop and maintain personal wellness and recovery goals.
• Advocate for patients during care planning, ensuring their voice is heard.
• Collaborate with participant and care team to support the development of a comprehensive patient-centered treatment plan.
• During business hours, be available to provide support to participants struggling with active addiction or risk of return to active use or for other time-sensitive matters; help participants identify support networks for other times.
• Maintain support for participant regardless of where they are in their recovery journey.
• Facilitate communication between patient, inpatient teams, HOPE Clinic members, and external providers, maintaining appropriate confidentiality procedures and boundaries.
• Maintain accurate records and initiate case discussions with supervisors as needed.
• Help lead in-person and virtual peer recovery and parenting support groups.
• Collaborate with statewide perinatal recovery coaches and participate in monthly calls.
• Attend multidisciplinary HOPE Clinic and perinatal hospital-based team meetings.
  
  

Qualifications:

• High school diploma or GED required.
• Minimum of two years of sustained, uninterrupted recovery required; three to five years preferred.
• Completion of a CCAR-approved Recovery Coach Academy before hire or within four months of hire.
• CARC certification required within 18 months of hire.
• Experience working with individuals with SUD during and after pregnancy preferred.
• Familiarity with local resources for parents and infants/children preferred.
• Strong interpersonal, facilitation, and leadership skills.
• Ability to work independently and as part of a multidisciplinary team.
• Advocacy skills and knowledge of community-based services and recovery systems.
• Comfort with diverse recovery pathways and a patient-centered approach.
• Ability to provide and receive accurate nonjudgmental feedback.
• Flexibility to adapt to changing circumstances.
• Strong problem-solving, organizational, and multitasking abilities.
• Excellent written and verbal communication skills.
• Proficiency in Microsoft Word, Excel, and Outlook.
• Ability to maintain confidentiality.
• Familiarity with harm reduction techniques.
  
  

Additional Job Details (if Applicable)

Physical Requirements

• Standing Frequently (34-66%)
• Walking Frequently (34-66%)
• Sitting Occasionally (3-33%)
• Lifting Frequently (34-66%) 35lbs (w/assisted device)
• Carrying Frequently (34-66%) 20lbs - 35lbs
• Pushing Occasionally (3-33%)
• Pulling Occasionally (3-33%)
• Climbing Rarely (Less than 2%)
• Balancing Frequently (34-66%)
• Stooping Occasionally (3-33%)
• Kneeling Occasionally (3-33%)
• Crouching Occasionally (3-33%)
• Crawling Rarely (Less than 2%)
• Reaching Frequently (34-66%)
• Gross Manipulation (Handling) Frequently (34-66%)
• Fine Manipulation (Fingering) Frequently (34-66%)
• Feeling Constantly (67-100%)
• Foot Use Rarely (Less than 2%)
• Vision - Far Constantly (67-100%)
• Vision - Near Constantly (67-100%)
• Talking Constantly (67-100%)
• Hearing Constantly (67-100%)
  
  

Remote Type

Onsite

Work Location

100 Blossom Street

Scheduled Weekly Hours

40

Employee Type

Regular

Work Shift

Day (United States of America)

EEO Statement:

The General Hospital Corporation is an Affirmative Action Employer. By embracing diverse skills, perspectives and ideas, we choose to lead. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

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At Mass General Brigham, our competency framework defines what effective leadership “looks like” by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.