PURPOSE OF THE JOB: Our LEADers (Leaders in Education & Advocacy for Disabilities) are the heart and soul of our organization. As our organization has grown, the number of LEADers on our team has grown. We need a team member dedicated to the recruitment, onboarding, training, and support of our LEADers. In addition, the LEADer Development Coach will help to foster a safe and nourishing work environment for all staff and LEADers. 

JOB RESPONSIBILITIES

*Team Relations:

• Takes the lead on fostering LEADer relationships with peers, supervisors, managers, leadership, committees, employee resources groups, other and employee communities. 
• Investigates work-related issues for LEADers that adversely affect morale, safety, health, performance, teamwork, manager/employee partnerships, and productivity.  
• Explains and provides advice to team members about organizational culture, policies and procedures, and compliance with governmental regulations.

*Team members include staff, LEADers, Board members, and volunteers

Reasonable Accommodations:

Our philosophy is to provide reasonable accommodations as needed to support staff and LEADers with disabilities in performing their job. 

• Supports all Team members in defining and requesting reasonable accommodations and ensures successful implementation of all reasonable accommodations.
• Serves as a resource to Team members for information and questions about their job. Presents the information in the best possible way for each Team member.
• Leads efforts to ensure a positive work environment for all Team members (some LEADers and staff may require accommodations to help make this happen).

Performance Management & Recognition

• Provides input and coaching to Team members on performance management issues. 
• Ensures Team members have clear expectations to perform their job and be successful. 
• Creates job aids and tools to support Team members in giving and receiving meaningful feedback to each other. 
• Identifies systems with input and collaboration from Team members to ensure every member of the team receives recognition and appreciation for their strengths, knowledge, team orientation, positive role modeling of our culture & values, leadership, and accomplishments. 
• Ensures Team members are provided notice of performance issues with an opportunity to improve. Create policies for performance expectations and disciplinary action procedures. 

Other Duties:

• Ensures staff and LEADers know HR services, policies, and processes. Seeks and incorporates input from the Board and other TBLM team members as appropriate.
• Ensures HR processes for staff and LEADers are current, documented, and communicated.
• Prepares compliance reports for HR and oversees input to grant reporting requirements.
• Follows HR record-keeping practices from TBLM Bylaws (and makes updates/changes when appropriate).
• Oversees workers’ compensation and ensures claims are submitted and managed promptly. Ensures investigations are completed to identify and address unsafe conditions in TBLM workplaces.

MINIMUM QUALIFICATIONS

Education and Experience:

• Bachelor's degree in relevant field preferably in human resource management, disability studies, or related field or equivalent combination of education, training and experience. 
• 3 years of experience handling complex employee relations and managing employee performance management. 
• 3 years of experience working with individuals who live with disabilities.
• Commitment to providing a positive work environment for all employees. Knowledge of the reasonable accommodation process with an emphasis on providing accommodations that enable employees to perform their essential job functions – start with a yes philosophy and intention.
• Excellent interpersonal, team, verbal/written/presentation communication skills.
• Knowledge and experience with behavioral management for all employees. 
• Strong influence, inspiration, and motivational skills.
• Ability to evaluate and research program options, systems and solutions.
• Ability to design and implement effective accessible communication programs (verbal, written, online, in person, etc.).
• Ability to work with employees in all functions and all levels.
• Respectful and kind communication and interpersonal skills.
• Exemplifies the desired culture and philosophies of the organization.
• Excellent management and personal leadership skills and abilities.
• Passionate about finding special skills and talents in others.
• Excellent mentorship and coaching skills.

 CORE COMPETENCY SKILL LEVELS

The competencies below represent the knowledge, skills, behaviors and/or abilities required to be successful at TBLM:

Advocacy

• Ability to participate in stakeholder meetings with employees, supervisors/managers, and LEADers. 
• Ability to influence TBLM policy. 
• Ability to strategize individualized, direct advocacy for employees in support of their individual goals.

Diversity & Inclusion

• Embraces an environment of learning about, valuing, encouraging, and supporting differences. 
• Seeks opportunities for inclusion in a variety of settings. 
• Promotes and sustains a community that acknowledges and celebrates differences.

Communication

• Ability to read and analyze complex legal documents/terminology, laws, financial reports, medical records, or technical journals. 
• Ability to respond and present written advice, information and documents for clients, meetings, hearings, regulatory or government agencies. 
• Ability to make complex ideas, laws, facts, and/or policies understandable to diverse audiences, governmental entities, facility leadership, public groups/officials, and/or boards of directors.

Critical Thinking

• Understands that few things are black and white. 
• Ability to explore factors in any situation for the purpose of determining the array of best possible solutions. 
• Incorporates facts, impact on others, and communication strategy into problem solving methodology.

Relationship Building

• Ability to take proactive steps to reach out to clients, community partners, facilities and/or community agencies in more direct, relevant, and personal ways. 
• Addresses issues in an open, constructive, professional manner, and persuades others to approach issues in the same manner. 
• Seeks to resolve confrontations and disagreements constructively. Focuses on the situation, issues, or behaviors, rather than the people. 
• Supports the good ideas of others.

At  To Be Like Me, we value diversity among our employees because unique perspectives allow us to effectively serve LEADers with disabilities from a wide range of cultural backgrounds. As an equal opportunity employer, we hire without regard to race, color, ancestry, national origin, religion, creed, age (over 40), Disability (mental and physical), sex, gender (including pregnancy, childbirth, breastfeeding or related medical conditions), sexual orientation, gender identity, gender expression, medical condition, genetic information, marital status, military and veteran status, or any other protected characteristic.

If you are interested in becoming a part of To Be Like Me, please submit the following:

1. TBLM Application (Google Form)
2. Please email a cover letter and resume to hello@tobelikeme.org: In your cover letter, please tell us about yourself and why you are a great fit for this position and for TBLM.

Incomplete applications will not be considered.

Thank you for your interest in working with To Be Like Me!