AHRC New York City Assistant Manager Group Home - Queens (FREE MEDICAL) in Elmhurst, New York
AHRC NYC is one of the largest providers of services for children and adults with developmental disabilities in New York City. Our mission is to advocate for people who are neuro-diverse to lead full and equitable lives.
Come join the company recognized by Forbes as a Best Midsize Employer in America two years in a row, generosity guides us as we honor our legacy and continuously grow through a culture of curiosity, creativity and optimism.
We are currently seeking Assistant Managers for our Queens Residential Group Homes. The Assistant Manager position annual salary is between $34,519 - $39,168depending on residence placement and education level. In addition, the position comes with overtime, advancement opportunity and a very generous benefit package that includes FULL MEDICAL AT NO COST TO YOU! dental and vision plans, tuition reimbursement, 403b with employer match, generous paid time off and more.
Collaborates with management team to ensure smooth operation of the residence.
Provides direct supervision of direct support staff assigned to the residence under his/her jurisdiction.
Provides training for staff and monitors all aspects of residential care and treatment including the safe operation of the residence.
High School diploma or Equivalent.
Supervisory Experience in a residential setting preferred
1-2 years experience working with people of Developmental Disabilities
The ability to use a computer.
Valid Tri-State driver's license for more than one year with minimal violations is required for most but not all positions
Our residences operate 24-Hrs a day. Qualified candidates must be able to work a flexible schedule and be willing to work one day of each weekend. Days off are typically Friday/Saturday or Sunday/Monday.
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- Supervisory Experience in a residential setting
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)