Program Supervisor

Position:

This position is supervises our Dakota Rapid Rehousing team. This team supports individuals who are housing unstable or unhoused to quickly get back on their feet and into permanent housing. This position is responsible for providing direct support to staff who serve persons with serious mental illness, substance use, and homelessness who need assistance with accessing housing.

Key Results Areas:

Develop and maintain relationships with social service providers, community providers, county staff and landlords (property managers and owners).

• Reach out to establish new relationships with landlords through direct phone and in person outreach.
• Establish and conduct regularly scheduled check-in meetings that include relevant trade and best practice information.
• Maintain good working relationships with landlords with follow up calls to proactively address concerns they may have regarding their tenants or housing system issues.

Knowledge of:

• Social service resources and community resources.
• The needs of people with mental illness.
• The needs of people and issues facing individuals who have histories of homelessness

Skills in:

• Written and oral communication, including facilitating meetings and documentation.
• Organization and time management including the ability to independently meet deadlines and prioritize completing activities.
• Creatively engaging and working with individuals in a variety of positions, i.e. landlords, owners, case managers, government officials, etc.
• Human relations and having respect for and understanding of different boundaries, values, and personal differences.

Ability to:

• Lead the work of a team in defining shared responsibilities, flexibility and assignment of work, meeting deadlines and prioritizing competing activities, and facilitating group meetings
• Work in a self-directed manner, supervise staff, and support the collaborative effort of the project.
• Establish and maintain positive working relationships with others.
• Exhibit a sense of personal and professional empowerment, and the ability to influence and create positive change.
• Think creatively, explore new alternatives and be flexible
• Creatively problem solve including independently identify the essential factors in situations and actively engage individuals in solutions while maintaining a positive working relationship.
• Recognize the barriers individuals face who have mental illness, substance use, histories of homelessness, etc. in finding housing

Desired Education and Experiences:

Required:

• Bachelor's Degree in one of the behavioral sciences or related fields or in business or marketing from an accredited college or university.
• Two years work experience in either a housing related field or social services.

Additional Requirements:

• Must be able to negotiate stairways.
• A valid MN Class ‘D’ Driver’s License, reliable vehicle, satisfactory driving record and necessary insurance.
• The ability to lift and carry heavy weights (e.g., moving household furnishings, carrying groceries, etc.) that could be up to or even exceeds 40 lbs.
• Must not be actively receiving services from Guild Incorporated and must not have received services within the last two years.
• Must be able to demonstrate successful completion of Covid19 vaccination.

Working Conditions:

This position is based at Guild St. Paul with opportunity to work remote some days of the week.

This position may also support the team by meeting with clients in the field as needed.

Supervision:

Supervision Given

This position supervises teams across housing services.

Supervision Received

This position reports to the Program Manager, Housing Support Services.

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)