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Administrative & Facilities Manager
3 months ago
**Do you thrive in a fast-paced environment where you can make a real impact?**
The Center for Human Development, Inc. is seeking a highly motivated and organized Administrative & Facilities Manager to join our team at the Enhanced Medical GLE (EMGLE). The EMGLE provides critical services for individuals with mental illness and complex medical needs.
**In this key role, you'll wear two hats**:
- **Facilities Manager**: You'll oversee the day-to-day operations of the EMGLE facilities, ensuring a safe, clean, and compliant environment. This includes developing maintenance plans, scheduling inspections, and managing outside contractors.
- **Administrative Support**: You'll provide comprehensive administrative support to the program leadership team. This includes tasks like filing, record keeping, data entry, and managing vendor invoices.
**You'll be a great fit if you have**:
- A Bachelor's degree (Master's preferred) in Business Administration or a related field.
- 7-10 years of experience in administrative management.
- Strong computer skills, including proficiency in word processing, spreadsheets, and databases.
- Excellent organizational and record-keeping abilities.
- The ability to manage multiple priorities and work independently.
- A passion for providing exceptional service and making a difference in the lives of others.
**We offer**:
- A competitive salary and benefits package.
- The opportunity to make a real impact in a growing organization.
- A collaborative and supportive work environment.
- The chance to develop your skills and knowledge.
- We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status._
**Education**: Required
- Bachelors or better
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)
