Public Health Foundation Enterprises, In
Program Services Coordinator (Violence Prevention) - Hybrid - San Leandro, CA (Personal Services)
SUMMARY
Under general direction, the Program Services Coordinator will coordinate the violence prevention services available for prioritized community groups and at-risk populations in Alameda County with particular reference to social services, health services, probation, research and development services, and services dealing with information and referral; and to do related work as required. The incumbent of this position will serve as a liaison between the county and community organizations, provide advice and assistance to strengthen the existing agencies, locate gaps in services, develop plans for the provision of needed services, and evaluate initial requests for funding from public and private providers of services to identified groups. The Program Services Coordinator will report directly to the Violence Prevention Manager of the Alameda County Public Health Department Office of Violence Prevention.
The salary range for this position is $96,283.20 to $117,025.30 annually depending on experience/qualifications.
ESSENTIAL FUNCTIONS
NON-ESSENTIAL FUNCTIONS
JOB QUALIFICATIONS
Education/Experience
Certificates/Licenses/Clearances
PHYSICAL DEMANDS
KEY
WORK ENVIRONMENT
Our organization follows a hybrid workplace environment. This position will require work in-office in San Leandro, CA. Supervisor/leadership will determine hybrid schedule.
Must have functioning internet at remote location.
General office environment, 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)
See job description