Residential Manager

How would you like to use your management skills in a beautiful home in Corrales supporting people with developmental disabilities? The Residential Manager (RM) will be responsible for hiring, training and evaluating the residential staff. The Residential Manager will assist with developing, implementing and monitoring the daily routines and ensure that individual programs are effectively implemented. The Residential Manager will assist in chairing weekly staff meetings, attend management meetings, process time sheets and electronic time recording system, and will oversee the following: home safety program, staff training, household maintenance, and managing financial accounts. Will be on-call as needed. This position is responsible for scheduling staff and ensuring the staffing needs of the home.

Experience working with persons with developmental disabilities is preferred. Must have the ability to supervise, train and provide side-by-side coaching to staff. Supervisory experience is preferred but not necessarily in our field of work. Must have demonstrated skills in the areas of verbal and written communication, organization, problem solving and leadership. Must also have the ability to manage financial accounts. Additionally, the Residential Manager must have a valid driver's license, a good driving record and the use of an enclosed, insured vehicle.
SPIRIT Values and Commitments: ARCA's supervisors must be willing and able to effectively communicate with their staff by listening to their concerns, supporting and encouraging their ideas and work, thanking them for their contributions, and providing positive feedback regarding performance.

Quadrant: Westside in the beautiful town of Corrales

Time of Day: Days

Hours per week: 40

Schedule: Monday through Friday: 7:00am to 3:00pm * Hours listed above are general hours, the RM must be flexible with the hours to meet program needs.

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)