Clinical Social Work Supervisor II- Staff Wellness Coordinator (N343) - Public Health Foundation Enterprises, In

Salary: $7,239.09 - $9,370.90 Monthly

SUMMARY

Housing for Health (HFH) is a program office within Health Services Administration, a division under the Los Angeles County Department of Health Services (DHS).  HFH was created and put into implementation in support of the Los Angeles County Homeless Initiative recommendations in response to and in support of the County’s effort to address and combat homelessness in the communities residing within Los Angeles County.  Our organization follows a hybrid work structure where employees work both remotely and from the office, as needed.  

Housing for Health (HFH) is committed to the psychological wellness of its DHS employees and contracted staff, most of whom serve people experiencing homelessness (PEH), a marginalized group of people with complex biopsychosocial needs who are often victims of personal trauma and structural violence.   Because of the emotionally taxing nature of this work, HFH staff require specialized attention and services in order encourage self-care and prevent compassion fatigue, burn-out, and vicarious trauma. The Clinical Social Work Supervisor II - Staff Wellness Coordinator (SWC) will oversee the development and delivery of programs to build resiliency skills within staff as well as provide group and individual emotional support, as needed. The SWC will also facilitate educational and team-building events to inspire performance improvement and staff retention.  The SWC will contribute to the building of a safe and inclusive environment that supports equity, diversity, and just culture.  

 The recipients of the wellness services will be HFH DHS employees who provide direct services to clients, including physicians/mid-level practitioners, nurses, social workers, occupational therapists, community health workers, and front-desk staff.  HFH contracted staff (e.g. intensive case managers, street outreach and engagement works, and facility operators) will also receive SWC services. The SWC will also provide support to HFH staff who do not provide direct client services but support programmatic initiatives to house and maximize benefits for PEH. These staff include program managers, staff analysts, and supervisors. The SWC  will report to the HFH Social Work Chief and will work with other members of the HFH Executive Team to design and implement staff wellness-promoting strategies. 

ESSENTIAL FUNCTIONS

• Lead the development and delivery of wellness programs and activities to support staff with the emotional toll of the work and to reduce staff burn out, vicarious trauma, and compassion fatigue. 
• Lead the development and delivery of wellness programs and activities to build resiliency in staff, promote self-care, and promote open/honest communication in a safe and just working environment. 
• Personally provide or contract licensed practitioners to conduct one-on-one counseling sessions, support group sessions, and staff trainings, as necessary. 
• Provide education and staff development training on how to effectively engage and manage difficult clients and address challenging client issues while maintaining professional boundaries and practicing self-care. 
• Provide consultation to program supervisors and staff to maximize the practice of trauma informed care and regular utilization of strength-based approaches to build staff and client wellness and resilience.  
• Ensure that staff wellness programming is of high quality and regularly evaluate that programming is meaningful and impactful.  
• Provide hands on support and technical assistance to staff when more targeted support is needed, such as after a traumatic event or worsening team morale.  

NON-ESSENTIAL FUNCTIONS

• Participate in team huddles, case conferences, and multidisciplinary team

meetings, as needed. 

• Participate in performance/quality improvement (PI/QI) activities. 
• Share knowledge and effective practices with HFH staff 

JOB QUALIFICATIONS

Education/Experience

• A Master's Degree in Social Work from a graduate school accredited by the Council on Social Work Education followed by four years of clinical social work experience, including at least one year providing professional clinical social work services to patients and families in a hospital, clinic, or community-based health care setting.

Certificates/Licenses/Clearances

•  An active and valid license as a Licensed Clinical Social Worker issued by the 

California Board of Behavioral Sciences.  

• A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.
• Successful clearing through the Live Scan and the Health Clearance process with the County of Los Angeles.

Other Skills, Knowledge, and Abilities

• Excellent interpersonal and customer service skills. 
• Excellent verbal and written communication skills. 
• Excellent organizational skills and attention to detail. 
• Excellent time management skills with a proven ability to meet deadlines. 
• Experience with health promotion, and well-being practices applied to human resources administration, employee engagement and program development. 
• Prefer familiarity with trauma-informed care and strengths-based approaches to building of staff wellness and resilience. 

PHYSICAL DEMANDS

Stand: Frequently

Walk: Frequently

Sit: Frequently

Reach Outward: Occasionally

Reach Above Shoulder: Occasionally

Climb, Crawl, Kneel, Bend: Occasionally

Lift / Carry: Occasionally - Up to 50 lbs

Push/Pull: Occasionally - Up to 50 lbs

See: Constantly

Taste/ Smell: Not Applicable

Not Applicable = Not required for essential functions

Occasionally = (0 - 2 hrs/day)

Frequently = (2 - 5 hrs/day)

Constantly = (5+ hrs/day)

WORK ENVIRONMENT

General Office Setting, Indoors Temperature Controlled

EEOC STATEMENT

It is the policy of Heluna Health to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.

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)