Special Projects Director

Duties: In this role, you will direct, coordinate, and implement completion of multiple system-wide projects ensuring consistency with BHP’s strategy, commitments, and goals. Collaborate with the President & Chief Executive Officer and Executive Team while working closely with internal staff, learning communities, community planning representatives, grant providers, external partners.

The Organization: Since 1955, Behavioral Health Care Partners (Formally known as Moundbuilders Guidance Center) has been providing integrated mental health and addiction treatment services for youth, adults and families. In addition, we offer:

• Exceptional pay
• Great benefits including health, dental, vision, and life insurance
• 403b retirement plan with matching funds
• CEUs, Licensure/Certification renewals, Multiple Loan Forgiveness Programs, and employee discounts
• Accrued paid time off including 2 weeks’ vacation, 12 sick days per year, and 10 paid holidays for full time staff
• Flexible schedule
• 40 hours per week (Monday-Friday) various shifts available

Our Location: We are located at 65 Messimer Drive in Newark, Ohio, a short 30-minute scenic commute from Columbus, Zanesville, Lancaster, and Mount Vernon.

Qualifications: Candidates must possess strong written and oral communication skills and the ability to collaborate with other service providers. Bachelor’s degree in business management, administration, or related field with three to five years of project management experience. Advanced degree in behavioral health sciences, helpful. State of Ohio Driver’s License, required. Basic computer, phone and typing skills are necessary for all positions.

To Apply: Online at www.bhcpartners.org/careers

BHP is an EEO and ADA compliant organization.

Experience

• 3 - 5 years: Special Projects Managment

Education

• Bachelors or better in Business Administration

Licenses & Certifications

• Drivers License

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)