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Business Outreach Liaison
2 months ago
Business Outreach Liaison Job Responsibilities:
Develop in cooperation with the Work Program Manager marketing materials and a business/employer outreach and recruitment plan that includes clear goals and objectives,
a calendar of events that would help promote program awareness, and collaboration of other state funded employment and training programs.
Implement business/employer outreach plan, track its progress, and maintain positive and successful business/employer relationships.
Proactively work with the Employment Coaches to facilitate the business/employer and TJ worker relationships, employment opportunities, and initiatives that are viable and align with TJ worker demographics and employment/ skills development goals.
Collaborate with business/employer groups, trade associations, chambers of commerce and other workforce entities to connect TJ program participants to subsidized and unsubsidized employment opportunities.
Work with businesses/employers to develop and/or identify unsubsidized job opportunities or TJ workers.
Prepare monthly reports for the TMJ/TJ Director and Work Program Manager summarizing program data, highlighting job seeker and employer success stories, and detailing initiatives and outcomes.
Prepare overview and detailed presentations and marketing materials as necessary for public speaking and outreach engagements, and other uses as appropriate and assigned.
Ensure that all subsidized worksites are in compliance with TJ regulations, including but not limited to, conflicts of interest with existing collective bargaining agreements, job displacement/supplanting, and grievance procedures.
Responsible for the oversight and compliance of the terms and conditions of the TJ Host Worksite Agreement.
Prepare technical assistance materials for and present to TJ employers.
Attends meetings, conferences, planning sessions and other appointments.
Perform special project and other duties, as assigned.
Business Outreach Liaison Job Qualifications:
Bachelor’s degree in Business Administration, Public Administration, Marketing, Communication, Human Services, or related field.
At least three years’ experience working with outside employers along with developing relationships with community-based organizations and educational organizations.
Demonstrated knowledge of local labor market. Required to remain current on information regarding High Growth Job Initiatives on the national and local level, and programs implemented by local grantees.
Knowledge and good understanding of research data in labor and economics, such as community development, public policy analysis, welfare policy analysis or employment analysis.
Demonstrated ability to communicate at a professional level with groups and individuals with the ability to regularly make formal and informal presentations.
Proficiency with personal computer hardware and software required: Microsoft Word, PowerPoint, Excel, and Outlook in their most recent versions (e.g., Office 365, Office 2016 or higher).
Must have adequate transportation, valid Wisconsin Driver’s license, vehicle insurance, and be able to travel and work irregular hours on occasion.
Condition of Employment:
Employment with UMOS is contingent upon the successful completion of a criminal background check prior to employment.
UMOS is an equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
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)
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