Remote Mental Health Counselor Jobs in Millbrook, Alabama

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Clinical Supervisor LCSW (Sign-on Bonus Available)

Family Services Inc Village of Millbrook, NY

Clinical Supervisor LCSW (Sign-on Bonus Available) Sign-on bonus and Professional Development Time available. Seeking a Licensed Clinical Social Worker or Licensed Mental Health Counselor (LCSW or LMHC) to join our trauma-informed and secure behavioral health centers located in Dover Plains and Millbrook, NY. At Family Services, we are actively supporting our community's mental health. The diverse team of Clinicians at our eight Behavioral Health Centers in Dutchess and Ulster Counties offer person-centered and community-informed support to anyone seeking to make a positive change in their lives, no matter their background. If you are interested in supporting everyone's right to thrive apply and let's start a conversation. Title: Clinical Supervisor (LCSW or LMHC) Status: Full-time, Exempt, 40 hours per week Salary: $77,000 - $81,000 annually Schedule: Monday - Friday 8:30am-5:30pm, with one late day Tuesday or Thursday 10am-7pm Location: This position has 2 home locations at the Dover Plains and Millbrook Centers. Coverage may be required at the Rhinebeck Center as needed. Function: The Clinical Supervisor, under the direction of the Center Director will provide individual supervision to the clinical staff, ensure productivity standards are being met, carry a caseload, and provide trauma informed care to clients through individual and group therapy. Requirements: Current licensure as a Licensed Clinical Social Worker(LCSW) OR Current licensure as a Licensed Mental Health Counselor(LMHC). Experience with behavioral/mental healthand the Justice Center. Minimum of 2-4years of clinical/counselingsupervisory experience post licensure Ability to work a flexible schedule. Professional training in trauma informed care or equivalent experience. Seminar in Field Instruction (SIFI) preferred, not required. Medical, dental and vision coverage. 403(b) retirement plan with employer match up to 5%. Generous paid vacation, holiday, sick and personal time package (2 weeks’ vacation to start, 13 paid holidays per year, 12 sick days per year and 4 personal days per year). In our commitment to professional growth and development, full-time Clinicians receive 12 hours of paid professional development time annually to attend training or conferences that meet their individual learning needs and interests. Group term life and long-term disability insurance. Supplemental life insurance & accidental death and dismemberment coverage (AD&D). Supplemental insurance through Aflac. Employee assistance program (EAP). Access to Family Services’ Compassionate Leave Programwhere employees can donate/receive unused time off. Family Services Behavioral Health Centers are eligible for the Substance Use Disorder Treatment and Recovery Loan Repayment Program (STAR LRP) through the federal Health Resources & Services Administration (HRSA). This is a program where an employee’s student loan repayment funds are provided in exchange for a commitment to work at a STAR LRP approved facility for a certain number of years. Our Mission: Family Services brings people together to find the support they need, improving their lives and communities, and building a stronger safer Hudson Valley. Our Values: Compassion – Extending empathy and understanding to others. Integrity – Being honest and dependable. Hope – Believing in the strength of the human spirit and heart, to emerge and thrive when faced with a challenge. Diversity – Promoting a vision of community comprised of wide-ranging assets. Respect – Treating all individuals with dignity and without judgement. Community – Recognizing and reinforcing the importance of our world as being comprised of people of differing strengths and perspectives. Justice – Promoting social and economic equity and fairness. Quality – Aspiring for excellence in every aspect of our work. Clinical Responsibilities: In partnership with the Center Director and supervisors, lead the multi-disciplinary treatment program and day-to-day operations of the behavioral health center. Manage clinical emergencies and provide crisis intervention support to clients. As time permits and based on the needs of the clinics, maintain an individual caseload, provide ongoing direct clinical treatment to clients, and run groups. Ensure that all clients being served by the clinic receive appropriate treatment; Routinely review individual treatment plans and recommend modifications as needed. Assume leading role in DBT consultation team and weekly review of DBT groups. Provide training materials to improve existing skills and knowledge of clinicians while promoting continued professional development. Supervisory Responsibilities: In collaboration with the Center Director, the Clinical Supervisor will provide clinical supervision to the Clinicians providing services in the Beacon center. Clinicians include LMSWs, LCSWs, and LMHCs. Assign and monitor the distribution of caseloads within the clinic. Support the development of staff's professional skills by monitoring overall performance and recommending appropriate training. Responsible for staff's compliance with established rules and regulations concerning standards such as utilization review, client's rights, and agency policies and procedures. Support established goals and performance standards for staff and conduct employee evaluations based on those standards; Implement disciplinary procedures to ensure team success. Participate in providing administrative supervision to staff. Conduct staff meetings as part of the supervisory team. Provide adequate coverage of the behavioral center that the facility is serving clients. Act as liaison to the community to reassure client's positive acceptance and participation in the community at large. Leadership and communication skills Experience with electronic health records, Microsoft Word, and Excel Critical thinking and relationship building skills Organizational and time management skills Client focus Communication and public speaking skills #INDBH Family Services, Inc. complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact [email protected]. Family Services is an equal opportunity employer. We follow federal, state, and local laws prohibiting discrimination in hiring and employment. Must be authorized to work in the United States without work sponsorship. Have you ever worked, volunteered, interned, or been affiliated with Family Services or Hudson Valley Mental Health in the past? * Are you a Licensed Clinical Social Worker (LCSW) or Licensed Mental Health Counselor (LMHC) licensed by the New York State Department of Education, and do you have a minimum of 2 - 4 years of post-graduate & post licensure social work experience? * This position has a pay range of $77,000-$81,000 annually. Salaries are based on experience, education, and length of licensure (LCSW). Can you consider this salary range? * Please describe your supervisory experience. * What interests you in a position working in community mental health? * The following questions are entirely optional. To comply with government Equal Employment Opportunity and/or Affirmative Action reporting regulations, we are requesting (but NOT requiring) that you enter this personal data. This information will not be used in connection with any employment decisions, and will be used solely as permitted by state and federal law. Your voluntary cooperation would be appreciated. Learn more . Invitation for Job Applicants to Self-Identify as a U.S. Veteran A “disabled veteran” is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A “recently separated veteran” means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An “active duty wartime or campaign badge veteran” means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An “Armed forces service medal veteran” means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE I AM NOT A PROTECTED VETERAN I DON’T WISH TO ANSWER Voluntary Self-Identification of Disability Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualifiedpeople with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says wemust measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disabilityor have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one whomakes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If youwant to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract CompliancePrograms (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever hadsuch a condition, you are a person with a disability. Disabilities include, but are not limited to: Alcohol or other substance usedisorder (not currently usingdrugs illegally) Blind or low vision Cancer (past or present) Cardiovascular or heartdisease Celiac disease Cerebral palsy Deaf or serious difficultyhearing Diabetes Disfigurement, for example,disfigurement caused by burns,wounds, accidents, or congenitaldisorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example,Crohn's Disease, irritable bowelsyndrome Mental health conditions, for example,depression, bipolar disorder, anxietydisorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from theuse of a wheelchair, scooter, walker,leg brace(s) and/or other supports Nervous system condition, for example,migraine headaches, Parkinson’sdisease, multiple sclerosis (MS) Neurodivergence, for example,attention-deficit/hyperactivity disorder(ADHD), autism spectrum disorder,dyslexia, dyspraxia, other learningdisabilities Partial or complete paralysis (anycause) Pulmonary or respiratory conditions, forexample, tuberculosis, asthma,emphysema Please check one of the boxes below: YES, I HAVE A DISABILITY, OR HAVE HAD ONE IN THE PAST NO, I DO NOT HAVE A DISABILITY AND HAVE NOT HAD ONE IN THE PAST I DO NOT WANT TO ANSWER PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete. #J-18808-Ljbffr

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Entry-Level Behavioral Technician (RBT) - Help Children with Autism Thrive!

Behavioral Innovations Millbrook, MD

Overview We are on the lookout for both Entry-Level Behavior Technicians and experienced Registered Behavioral Technicians (RBT) to be a vital part of our mission at Behavioral Innovations. Come be a part of our story, where every day is an opportunity to amplify the spirit of ABA, making a difference in the lives of children diagnosed with autism and other developmental disorders. As an energetic and enthusiastic individual, you will join our collaborative team of experts to implement child-specific Applied Behavior Analysis (ABA) programs, track client progress, and analyze data. We provide hands-on, entry-level opportunities for individuals interested in becoming an RBT. This includes paid training , allowing you to develop the necessary skills to work directly with autistic children. Career Progression at BI: We understand your unique aspirations and interests. Our structured framework for professional development offers various career paths, from clinical to operational roles. RBT Progression : Behavior Technicians ($17.00) → RBT I ($18.50) → RBT II ($19.00) → RBT III ($20.00) → RBT IV ($21.00) → RBT V ($22.00) → Sr. RBT ($23) Further Career Progression: ABA Intern → Lead RBT → ABA Apprentice → BCBA → Clinical Director → Area Director Why Join Behavioral Innovations? A Day in The Life of an RBT: https://youtu.be/KhPKZCvICsY Daily Pay: Access your pay when you need it! Insurance: Medical, Vision, Dental, and Supplemental Insurance Policies. 100% Tuition Reimbursement Program : We invest in your education for career advancement opportunities, including the path to becoming a BCBA. University Partnerships: Enjoy tuition rate discounts. OVIA Health: A Women's Health App supporting you throughout the entire Parenthood Journey. Employee Assistance Program (EAP): Comprehensive support for your mental, emotional, and physical health. Career Advancement Opportunities: Ongoing training & Professional development for all employees. We welcome applicants from diverse backgrounds to apply, including those with the following education and job experiences: If you have experience in any of these fields or a similar background, we encourage you to apply. Diverse perspectives and skills enrich the role of a Behavior Technician (RBT) in ABA. Nannies, childcare providers, Paraprofessionals, or child daycare experience. Mental Health Technician/Advocate or Behavioral Specialist. Teachers, Special Education Coaches, or Early Childhood Development background. Direct Support Professionals or Life Skills Assistants. Camp Counselor, Childcare Volunteer. Administrative Professionals and Hospatality or Customer Service background. Essential Job Requirements: Obtain RBT Certification within 60 days. Progress through the RBT Ladder. Follow written skill acquisition and behavior programs accurately. Build rapport with clients and provide high-quality care. Accurately measure and record data during therapy sessions. Collaboration with Lead RBT for training sequence. What we are looking for: High school diploma or GED equivalent Reliable transportation is required. Time management, observation, and analytical skills Ability to work independently with minimum supervision. Preferred experience working with children with autism spectrum disorder (ASD) Additional Skills we’re looking for: Standout candidates will be able to adapt to growing environments, using creativity and critical thinking while taking initiative and using emotional intelligence to provide excellent customer service to our clients. Remaining skills also include: Communication Teamwork Organizational Skills Problem Solving Open-mindedness Active Listening Decision Making Attention to detailCO2025 Responsibilities Qualifications #J-18808-Ljbffr

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General Manager - Montgomery Area

Springhill Suites Millbrook - RAM Hotels Millbrook, Alabama

General Manager Job Description Job Title: General Manager Reports To: Regional Director of Operations and/or Vice President of Operations SUMMARY: Oversees all aspects of Property Management in accordance with Company mission statement, including maximization of financial performance, guest satisfaction, and staff development within established quality standards. Responsible for the hiring, training and discipline of all hotel staff. QUALIFICATIONS: To perform this job successfully, the individual must be able to perform each essential duty and responsibility in a safe and satisfactory manner, and the individual must be punctual and have a good attendance record, and have reliable means of transportation to work. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. ESSENTIAL DUTIES AND RESPONSIBILITIES: 1. Performs the role of "Standard Bearer", ensuring that each criteria in companies then-current " Basics" are communicated, understood, achieved and maintained by hotel staff. 2. Performs each criteria as contained in companies then-current "General Manager's Standard Operating Procedures" in a satisfactory manner. 3. Performs each criteria as contained in companies then-current "General Manager's Standard of Performance" in a satisfactory manner. 4. Creates an operating environment that assures consistent guest satisfaction. 5. Monitors the performance of the hotel through verification and analysis of guest satisfaction systems and Financial reports. Initiates corrective action. 6. Maintains product and service quality standards by conducting ongoing evaluations and investigating complaints. Initiates corrective action. 7. Develops accurate and aggressive long and short-range financial objectives consistent with the Company's mission statement. 8. Prepares financial reports for management that clearly explain operational effectiveness, trends, and variances. 9. Establishes and maintains a pro-active human resource function to ensure employee motivation, training and development, wage and benefits administration, and compliance with established labor regulations. 10. Maintains an appropriate level of community public affairs involvement. 11. Executes marketing, sales, and operational activities, producing results that meet or exceed the hotel's business plan. 12. Ensures good safety practices of employees and guests, assisting in the maintenance of proper emergency and security procedures. 13. Establishes and maintains applicable preventive maintenance programs to protect the physical assets of the hotel. Job Code: 50000 Job Title: General Manager ESSENTIAL DUTIES AND RESPONSIBILITIES (continued): 14. Implements and maintains effective open-door communication system that crosses departmental lines in order to reach all employees. 15. Understands the government regulations affecting hotel 's operations, ensuring the hotel is operated in compliance with all applicable laws, ordinances, regulations, and requirements of any federal, state or municipal authority. 16. Deals with the general public, customers, employees, union and government officials with tact and courtesy. 17. Plans and organizes the work of others. 18. Accepts full responsibility for managing an activity. 19. Other duties may be assigned. SUPERVISORY RESPONSIBILITIES: Typically, directly supervises 2 to 10 employees at the hotel, including all department heads. Indirectly supervises all hotel personnel. Carries out supervisory responsibilities in accordance with the Company's policies, training programs, and applicable laws. Responsibilities include recruiting, interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. EDUCATION and/or EXPERIENCE: Absent extraordinary prior on-the-job experience, the General Manager position requires a High School diploma or general education degree (GED) and preferably either a two-year business degree or a four-year business or liberal arts degree (or equivalent combination of education and experience). Requires an occupationally-significant combination of vocational education, apprentice training, on-the-job training, and essential experience in less responsible hotel skill level and management positions. A Certified Hospitality Administrator designation is preferred. LANGUAGE SKILLS: General Managers must have developed language skills to the point to be able to: Read and interpret documents in English such as safety rules, operating and maintenance instructions, and procedure manuals, newspapers, periodicals, journals, and manuals. Write routine reports, correspondence, business letters, summaries, and reports in English using prescribed format, and conforming to all rules of punctuation, grammar, diction, and style. Ability to speak effectively in English before groups such as customers or employees. COMPUTER SKILLS: General Managers must have sufficient computer skills that will allow them to be able to use, in a proficient manner, all Company-issued software programs implemented at the hotel, including but not limited to the following: Microsoft Word Microsoft Excel Yield Management Systems programs Property Management System (PMS) programs Daily Revenue System (DRS) programs Central Reservation System programs Payroll programs Company-issued internet browser programs Company-issued electronic mail programs NOTE: Company-issued software programs implemented at a particular Sunburst hotel may be changed from time to time; the General Manager is required to learn the new programs and upgrades as soon as practicable after such items are provided to the hotel. REASONING ABILITY: General Managers must have developed reasoning abilities to the point to be able to: Apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Use mathematical skills to interpret financial information and prepare budgets. Read and interpret business records and statistical reports. Make business decisions based on production reports and similar facts, as well as on your own experience and personal opinions. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl; and talk or hear. The employee must regularly lift and/or move up to 10 pounds and frequently lift and/or move up to 25 pounds. The employee must be able to see differences in widths and lengths of lines such as those on graphs. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. ENVIRONMENTAL CONDITIONS: Inside: Protection from weather conditions but not necessarily from temperature changes. A job is considered "inside" if the worker spends approximately 75 percent or more of the time inside. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to work effectively in a stressful environment, communicate well with others, effectively deal with guests, and accept constructive criticism from supervisors. Must be able to change activity frequently and cope with interruptions. IMPORTANT NOTE: Essential functions of this job are described under the headings above. The job requirements and features are subject to change from time to time due to the then-current needs and requirements of the Company and/or the hotel. Note to Vice President, Operations: please provide a copy of this signed job description, along with all three signed attachments, to the employee and place the original in the employee's personnel file at Corporate Headquarters. "Basics" 1. CARE about our customers and about each other. 2. Employees are in uniform with nametags. 3. Pillows are fluffy and beds are flat. 4. HVAC works without noise. 5. Hot water is hot. 6. Cold water is cold. 7. TV channels are clearly received. 8. Telephone instructions are easy to understand. 9. The telephone handset is clean. 10. There's no trash in the parking lot. 11. Guest service agents make eye contact immediately. 12. Building grounds and signs are well-illuminated. 13. Everything in the room works. 14. Breakfast tables are cleaned promptly after they are used. 15. Hair is on heads, not in bathrooms. 16. Towels, sheets, blankets, and bedspreads do not have stains or tears. 17. All floors are free of debris. 18. Staff members are well-groomed. General Manager's Standard Operating Procedures These Standard Operating Procedures are NOT ALL INCLUSIVE, and they may be amended from time to time. Please see your Associate Handbook and other Sunburst reference materials for additional information: WORK SCHEDULE: Normal working hours for a General Manager are considered to be 8 AM to 6 PM, 5 days per week (minimum). LOBBY PRESENCE: General Managers must be physically present in the lobby on each work day for a period of time, especially during check in/out. In addition to being present in the hotel lobby area, General Managers must greet guests and observe the appearance and conduct of all hotel employees who routinely interact with the public. This standard should also be applied to all department heads. INSPECTIONS: General Managers should conduct inspection tours of the hotel (inside and out) on a daily basis. General Managers should inspect a minimum of 15 rooms per week and keep a record, for review by your supervisors, of each inspection. DAILY REPORTS: Managers are required to review daily reports and to complete a daily accounting work review, focusing on (1) hotel performance vs. forecast, and (2) variances to budget. YIELD SYSTEMS: On a daily basis, General Managers are required to review the hotel's rates and availability data as contained in (1) Yield Management Systems programs, (2) the hotel's Property Management System (PMS) program, (3) the hotel's Central Reservation System, and (4) those internet sites that require daily on-line maintenance by hotel management. Additionally, General Managers are required to conduct weekly Yield Meetings using Sunburst's Weekly Yield Meeting Agenda and Guidelines. WEEKLY DEPARTMENT HEAD MEETINGS: General Managers must hold a weekly department head meeting during which all attendees will review the actual week's business, forecast and scheduling, upcoming events, and Sunburst updates. These weekly meetings should be (1) planned in advance, (2) have a prepared agenda to be distributed in advance, (3) giving attendees proper notification, and (4) have recorded minutes. SALES CALLS: All General Managers are required to make at least 3 sales calls per week (cold calls, appointment calls, etc.). INTERNAL FINANCIAL CONTROLS: General Managers are required to adhere to, and maintain, company policies related to internal financial controls as presented in the Accounting Procedures and Systems Manual. These controls include primary responsibility for the safeguarding of cash and Hotel revenues. PUBLIC RELATIONS: Occasions arise when specific information needs to be communicated to the public. While all non-crisis communications should be coordinated between the General Manager and your hotel's Regional Director of Sales, no press releases of any nature whatsoever may be issued to the public or any news or media source without the prior approval of the Chief Executive Officer or the General Counsel. For emergencies, refer to Section 12 of the Risk Management Manual for "Crisis Communications Procedures". COMMUNICATIONS WITH GUESTS: Our philosophy is to ensure that all dissatisfied guests are favorably impressed by the Company's concern for their dissatisfaction. Naturally, the avoidance of complaints must be management's first concern. Management and employees must be trained in handling guest dissatisfaction and rectifying any environment for dissatisfaction before it is expressed in the form of a formal complaint. All hotels must have in place a customer service training program in addition to the required Orientation program. A system should be established to ensure the General Manager is immediately informed of all complaints. Action is to be taken as soon as possible to try to ensure guest satisfaction. Letters received from guests complaining or complimenting the hotel's facilities must be answered within 3 days of receipt. If a complaint investigation should take place, corrective action should be taken to eliminate future reoccurrence. No response should ever "Admit Error" or "Admit Liability". The response should acknowledge the complaint, express concern, and apologize for the inconvenience. M.O.D. PROGRAM: General Manager ensures that the hotel has an established MANAGER ON DUTY PROGRAM, following MOD Manual guidelines. CORRESPONDENCE FILE: All General Managers must keep a "reader's file" containing all correspondence that they generate. Correspondence should be kept in a 3-ring Binder and be readily available for ease of reference. NO ALCOHOL POLICY: Alcohol consumption is strictly prohibited for ALL employees while on hotel premises. SAFETY COMMITTEE: General Manager ensures that the hotel has in place a Safety Committee that follows written guidelines set forth in the Risk Management Manual, including monthly Safety Committee Meetings. EXPERIENCE YOUR HOTEL ROOMS: All General Managers who do not live on the property are required to stay overnight at their hotel a minimum of once per year (for two consecutive nights), utilizing different room types on a rotating basis in order to monitor guestroom standards. General Guidelines: You will need to keep a copy of all licenses and certificates at your office. Ram hotels do not provide reimbursements for cell phone usages or a company cell phone. You will have to inventory linen and Guest room amenities on weekly basis and forward it to your director. You must keep your hotel's life safety equipment inspected and tested in a timely manner per brand std. Keep 3 fail safe keys for each room. We do not allow any Front desk agent to do Rate overrides or Force to sell a room for guests. Each hotels room rates are created at the cooperate level by our company and forwarded to GMs for implementation. GM must work each shift at least once every month. GM must inspect 15% of all occupied rooms from the previous night. GM must attend and host breakfast 5 days out of the week. From (8:30AM - 9:00PM) You will be given a Labor Goal for all positions by your Director. You must achieve this goal every week, and also conduct Labor check in everyday on Hotel effectiveness. You will have a Ramhotel's Standard Recommended Pay rate spreadsheet. You must offer pay to candidates within this range. No new team member can be hired without a second interview with either Vp of operations or the President. You are not allowed to terminate team member's employment without prior approval from the Vp of operations. (you must submit a RFT) All team members personal file including yours will be kept at the cooperate office. It is your responsibility to update these on timely manner, including adding disciplinary actions if any. You are not authorized to create any direct bill accounts. Only the President or the Vp of operations can authorize any new Direct bill accounts. You will be required to input Invoices on daily basis in our accounting system. You may not purchase any items without an approved PO. Your Pos will be rejected, if the supplier is not an approved vendor. You will not be reimbursed for any items that are purchased at grocery stores or department stores. Unless pre-approved by Vp operations or the president. Ram hotels do not provide company credit cards for purchases. You must review and keep up with all service agreement. GM cannot sign on any service agreements.

General Manager - Montgomery Area

Fairfield Inn Birmingham - RAM Hotels Millbrook, Alabama

General Manager Job Description J ob Title: General Manager Reports To: Regional Director of Operations and/or Vice President of Operations SUMMARY: Oversees all aspects of Property Management in accordance with Company mission statement, including maximization of financial performance, guest satisfaction, and staff development within established quality standards. Responsible for the hiring, training and discipline of all hotel staff. Q U A LIFICATIONS: To perform this job successfully, the individual must be able to perform each essential duty and responsibility in a safe and satisfactory manner , and the individual must be punctual and have a good attendance record , and have reliable means of transportation to work . The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. ESSENTIAL DUTIES AND RESPONSIBILITIES: 1. Performs the role of " Standard Bearer ", ensuring that each criteria in companies then-current " Basics " are communicated, understood, achieved and maintained by hotel staff. 2. Performs each criteria as contained in companies then-current "General Manager's Standard Operating Procedures" in a satisfactory manner. 3. Performs each criteria as contained in companies then-current "General Manager's Standard of Performance" in a satisfactory manner. 4. Creates an operating environment that assures consistent guest satisfaction . 5. Monitors the performance of the hotel through verification and analysis of guest satisfaction systems and Financial reports . Initiates corrective action. 6. Maintains product and se rvice quality standards by conducting ongoing evaluations and investigating complaints. Initiates corrective action. 7. Develops accurate and aggressive long and short-range financial objectives consistent with the Company's mission statement. 8. Prepares financial reports for management that clearly explain operational effectiveness, trends, and variances. 9. Establishes and maintains a pro-active human resource function to ensure employee motivation, training and development, wage and benefits administration, and compliance with established labor regulations. 10. Maintains an appropriate level of community public affairs involvement . 11. Executes marketing, sales, and operational activities, producing results that meet or exceed the hotel's business plan . 12. Ensures good safety practices of employees and guests, assisting in the maintenance of proper emergency and security procedures. 13. Establishes and maintains applicable preventive maintenance programs to protect the physical assets of the hotel. J ob Code: 50000 J ob Title: General Manager ESSENTIAL DUTIES AND RESPONSIBILITIES (continued): 14. Implements and maintains effective open-door communication system that crosses departmental lines in order to reach all employees. 15. Understands the government regulations affecting hotel 's operations, ensuring the hotel is operated in compliance with all applicable laws, ordinances, regulations, and requirements of any federal, state or municipal authority. 16. Deals with the general public, customers, employees, union and government officials with tact and courtesy . 17. Plans and organizes the work of others. 18. Accepts full responsibility for managing an activity . 19. Other duties may be assigned. SUPERVISORY RESPONSIBILITIES: Typically, directly supervises 2 to 10 employees at the hotel, including all department heads. Indirectly supervises all hotel personnel. Carries out supervisory responsibilities in accordance with the Company's policies, training programs, and applicable laws. Responsibilities include recruiting, interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. EDUCATION and/or EXPERIENCE: Absent extraordinary prior on-the-job experience, the General Manager position requires a High School diploma or general education degree (GED) and preferably either a two-year business degree or a four-year business or liberal arts degree (or equivalent combination of education and experience). Requires an occupationally-significant combination of vocational education, apprentice training, on-the-job training, and essential experience in less responsible hotel skill level and management positions. A Certified Hospitality Administrator designation is preferred. LANGUAGE SKILLS: General Managers must have developed language skills to the point to be able to: Read and interpret documents in English such as safety rules, operating and maintenance instructions, and procedure manuals, newspapers, periodicals, journals, and manuals. Write routine reports, correspondence, business letters, summaries, and reports in English using prescribed format, and conforming to all rules of punctuation, grammar, diction, and style. Ability to speak effectively in English before groups such as customers or employees. COMPUTER SKILLS: General Managers must have sufficient computer skills that will allow them to be able to use, in a proficient manner, all Company-issued software programs implemented at the hotel, including but not limited to the following: M icrosoft Word M icrosoft Excel Yield Management Systems programs Property Management System (PMS) programs Daily Revenue System (DRS) programs Central Reservation System programs Payroll programs Company-issued internet browser programs Company-issued electronic mail programs NOTE: Company-issued software programs implemented at a particular Sunburst hotel may be changed from time to time; the General Manager is required to learn the new programs and upgrades as soon as practicable after such items are provided to the hotel. REASONING ABILITY: General Managers must have developed reasoning abilities to the point to be able to: A pply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Use mathematical skills to interpret financial information and prepare budgets. Read and interpret business records and statistical reports. Make business decisions based on production reports and similar facts, as well as on your own experience and personal opinions. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl; and talk or hear. The employee must regularly lift and/or move up to 10 pounds and frequently lift and/or move up to 25 pounds. The employee must be able to see differences in widths and lengths of lines such as those on graphs. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. ENVIRONMENTAL CONDITIONS: Inside: Protection from weather conditions but not necessarily from temperature changes. A job is considered "inside" if the worker spends approximately 75 percent or more of the time inside. W O RK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Must be able to work effectively in a stressful environment , communicate well with others, effectively deal with guests, and accept constructive criticism from supervisors. Must be able to change activity frequently and cope with interruptions . IMPORTANT NOTE : Essential functions of this job are described under the headings above. The job requirements and features are subject to change from time to time due to the then-current needs and requirements of the Company and/or the hotel. Note to Vice President, Operations: please provide a copy of this signed job description, along with all three signed attachments, to the employee and place the original in the employee's personnel file at Corporate Headquarters. " B asics" 1. CARE about our customers and about each other. 2. Employees are in uniform with nametags. 3. Pillows are fluffy and beds are flat. 4. HVAC works without noise. 5. Hot water is hot. 6. Cold water is cold. 7. TV channels are clearly received. 8. Telephone instructions are easy to understand. 9. The telephone handset is clean. 10. There's no trash in the parking lot. 11. Guest service agents make eye contact immediately. 12. Building grounds and signs are well-illuminated. 13. Everything in the room works. 14. Breakfast tables are cleaned promptly after they are used. 15. Hair is on heads, not in bathrooms. 16. Towels, sheets, blankets, and bedspreads do not have stains or tears. 17. All floors are free of debris. 18. Staff members are well-groomed. General Manager's Standard Operating Procedures These Standard Operating Procedures are NOT ALL INCLUSIVE, and they may be amended from time to time. Please see your Associate Handbook and other Sunburst reference materials for additional information: W O RK SCHEDULE : Normal working hours for a General Manager are considered to be 8 AM to 6 PM, 5 days per week (minimum). LOBBY PRESENCE : General Managers must be physically present in the lobby on each work day for a period of time, especially during check in/out. In addition to being present in the hotel lobby area, General Managers must greet guests and observe the appearance and conduct of all hotel employees who routinely interact with the public. This standard should also be applied to all department heads. INSPECTIONS: General Managers should conduct inspection tours of the hotel (inside and out) on a daily basis. General Managers should inspect a minimum of 15 rooms per week and keep a record, for review by your supervisors, of each inspection. DAILY REPORTS : Managers are required to review daily reports and to complete a daily accounting work review, focusing on (1) hotel performance vs. forecast, and (2) variances to budget. YIELD SYSTEMS : On a daily basis, General Managers are required to review the hotel's rates and availability data as contained in (1) Yield Management Systems programs, (2) the hotel's Property Management System (PMS) program, (3) the hotel's Central Reservation System, and (4) those internet sites that require daily on-line maintenance by hotel management. Additionally, General Managers are required to conduct weekly Yield Meetings using Sunburst's Weekly Yield Meeting Agenda and Guidelines. W EEKLY DEPARTMENT HEAD MEETINGS : General Managers must hold a weekly department head meeting during which all attendees will review the actual week's business, forecast and scheduling, upcoming events, and Sunburst updates. These weekly meetings should be (1) planned in advance, (2) have a prepared agenda to be distributed in advance, (3) giving attendees proper notification, and (4) have recorded minutes. SALES CALLS : All General Managers are required to make at least 3 sales calls per week (cold calls, appointment calls, etc.) . INTERNAL FINANCIAL CONTROLS : General Managers are required to adhere to, and maintain, company policies related to internal financial controls as presented in the Accounting Procedures and Systems Manual. These controls include primary responsibility for the safeguarding of cash and Hotel revenues. PUBLIC RELATIONS: Occasions arise when specific information needs to be communicated to the public. While all non-crisis communications should be coordinated between the General Manager and your hotel's Regional Director of Sales , no press releases of any nature whatsoever may be issued to the public or any news or media source without the prior approval of the Chief Executive Officer or the General Counsel . For emergencies, refer to Section 12 of the Risk Management Manual for "Crisis Communications Procedures". COMMUNICATIONS WITH GUESTS : Our philosophy is to ensure that all dissatisfied guests are favorably impressed by the Company's concern for their dissatisfaction. Naturally, the avoidance of complaints must be management's first concern. Management and employees must be trained in handling guest dissatisfaction and rectifying any environment for dissatisfaction before it is expressed in the form of a formal complaint. All hotels must have in place a customer service training program in addition to the required Orientation program. A system should be established to ensure the General Manager is immediately informed of all complaints. Action is to be taken as soon as possible to try to ensure guest satisfaction. Letters received from guests complaining or complimenting the hotel's facilities must be answered within 3 days of receipt. If a complaint investigation should take place, corrective action should be taken to eliminate future reoccurrence. No response should ever "Admit Error" or "Admit Liability". The response should acknowledge the complaint, express concern, and apologize for the inconvenience. M.O.D. PROGRAM: General Manager ensures that the hotel has an established MANAGER ON DUTY PROGRAM, following MOD Manual guidelines. CORRESPONDENCE FILE: All General Managers must keep a "reader's file" containing all correspondence that they generate. Correspondence should be kept in a 3-ring Binder and be readily available for ease of reference. NO ALCOHOL POLICY: Alcohol consumption is strictly prohibited for ALL employees while on hotel premises. SAFETY COMMITTEE : General Manager ensures that the hotel has in place a Safety Committee that follows written guidelines set forth in the Risk Management Manual, including monthly Safety Committee Meetings. EXPERIENCE YOUR HOTEL ROOMS : All General Managers who do not live on the property are required to stay overnight at their hotel a minimum of once per year (for two consecutive nights), utilizing different room types on a rotating basis in order to monitor guestroom standards. General Guidelines: You will need to keep a copy of all licenses and certificates at your office. Ram hotels do not provide reimbursements for cell phone usages or a company cell phone. You will have to inventory linen and Guest room amenities on weekly basis and forward it to your director. You must keep your hotel's life safety equipment inspected and tested in a timely manner per brand std. Keep 3 fail safe keys for each room. We do not allow any Front desk agent to do Rate overrides or Force to sell a room for guests. Each hotels room rates are created at the cooperate level by our company and forwarded to GMs for implementation. GM must work each shift at least once every month. GM must inspect 15% of all occupied rooms from the previous night. GM must attend and host breakfast 5 days out of the week. From (8:30AM - 9:00PM) You will be given a Labor Goal for all positions by your Director. You must achieve this goal every week, and also conduct Labor check in everyday on Hotel effectiveness. You will have a Ramhotel's Standard Recommended Pay rate spreadsheet. You must offer pay to candidates within this range. No new team member can be hired without a second interview with either Vp of operations or the President. You are not allowed to terminate team member's employment without prior approval from the Vp of operations. (you must submit a RFT) All team members personal file including yours will be kept at the cooperate office. It is your responsibility to update these on timely manner, including adding disciplinary actions if any. You are not authorized to create any direct bill accounts. Only the President or the Vp of operations can authorize any new Direct bill accounts. You will be required to input Invoices on daily basis in our accounting system. You may not purchase any items without an approved PO. Your Pos will be rejected, if the supplier is not an approved vendor. You will not be reimbursed for any items that are purchased at grocery stores or department stores. Unless pre-approved by Vp operations or the president. Ram hotels do not provide company credit cards for purchases. You must review and keep up with all service agreement. GM cannot sign on any service agreements.

Clinical Supervisor LCSW (Sign-on Bonus Available)

Family Services Inc. Millbrook, NY

Job Description Job Description Sign-on bonus and Professional Development Time available. Seeking a Licensed Clinical Social Worker or Licensed Mental Health Counselor (LCSW or LMHC) to join our trauma-informed and secure behavioral health centers located in Dover Plains and Millbrook, NY. At Family Services, we are actively supporting our community's mental health. The diverse team of Clinicians at our eight Behavioral Health Centers in Dutchess and Ulster Counties offer person-centered and community-informed support to anyone seeking to make a positive change in their lives, no matter their background. If you are interested in supporting everyone's right to thrive apply and let's start a conversation. Title: Clinical Supervisor (LCSW or LMHC) Status: Full-time, Exempt, 40 hours per week Salary: $77,000 - $81,000 annually Supervisor: Center Director, Associate Center Director Schedule: Monday - Friday 8:30am-5:30pm, with one late day Tuesday or Thursday 10am-7pm Location: This position has 2 home locations at the Dover Plains and Millbrook Centers. Coverage may be required at the Rhinebeck Center as needed. Sign-on bonus available. Function: The Clinical Supervisor, under the direction of the Center Director will provide individual supervision to the clinical staff, ensure productivity standards are being met, carry a caseload, and provide trauma informed care to clients through individual and group therapy. Requirements: Current licensure as a Licensed Clinical Social Worker (LCSW) OR Current licensure as a Licensed Mental Health Counselor (LMHC). Experience with behavioral/mental health and the Justice Center. Minimum of 2-4 years of clinical/counseling supervisory experience post licensure Ability to work a flexible schedule. Professional training in trauma informed care or equivalent experience. Seminar in Field Instruction (SIFI) preferred, not required. Benefits: Medical, dental and vision coverage. 403(b) retirement plan with employer match up to 5%. Generous paid vacation, holiday, sick and personal time package (2 weeks’ vacation to start, 13 paid holidays per year, 12 sick days per year and 4 personal days per year). In our commitment to professional growth and development, full-time Clinicians receive 12 hours of paid professional development time annually to attend training or conferences that meet their individual learning needs and interests. Group term life and long-term disability insurance. Supplemental life insurance & accidental death and dismemberment coverage (AD&D). Supplemental insurance through Aflac. Employee assistance program (EAP). Access to Family Services’ Compassionate Leave Program where employees can donate/receive unused time off. Family Services Behavioral Health Centers are eligible for the Substance Use Disorder Treatment and Recovery Loan Repayment Program (STAR LRP) through the federal Health Resources & Services Administration (HRSA). This is a program where an employee’s student loan repayment funds are provided in exchange for a commitment to work at a STAR LRP approved facility for a certain number of years. Our Mission: Family Services brings people together to find the support they need, improving their lives and communities, and building a stronger safer Hudson Valley. Our Values: Compassion – Extending empathy and understanding to others. Integrity – Being honest and dependable. Hope – Believing in the strength of the human spirit and heart, to emerge and thrive when faced with a challenge. Diversity – Promoting a vision of community comprised of wide-ranging assets. Respect – Treating all individuals with dignity and without judgement. Community – Recognizing and reinforcing the importance of our world as being comprised of people of differing strengths and perspectives. Justice – Promoting social and economic equity and fairness. Quality – Aspiring for excellence in every aspect of our work. Clinical Responsibilities: In partnership with the Center Director and supervisors, lead the multi-disciplinary treatment program and day-to-day operations of the behavioral health center. Manage clinical emergencies and provide crisis intervention support to clients. As time permits and based on the needs of the clinics, maintain an individual caseload, provide ongoing direct clinical treatment to clients, and run groups. Ensure that all clients being served by the clinic receive appropriate treatment; Routinely review individual treatment plans and recommend modifications as needed. Assume leading role in DBT consultation team and weekly review of DBT groups. Provide training materials to improve existing skills and knowledge of clinicians while promoting continued professional development. Supervisory Responsibilities: In collaboration with the Center Director, the Clinical Supervisor will provide clinical supervision to the Clinicians providing services in the Beacon center. Clinicians include LMSWs, LCSWs, and LMHCs. Assign and monitor the distribution of caseloads within the clinic. Support the development of staff's professional skills by monitoring overall performance and recommending appropriate training. Responsible for staff's compliance with established rules and regulations concerning standards such as utilization review, client's rights, and agency policies and procedures. Support established goals and performance standards for staff and conduct employee evaluations based on those standards; Implement disciplinary procedures to ensure team success. Participate in providing administrative supervision to staff. Conduct staff meetings as part of the supervisory team. Provide adequate coverage of the behavioral center that the facility is serving clients. Act as liaison to the community to reassure client's positive acceptance and participation in the community at large. Competencies: Leadership and communication skills Experience with electronic health records, Microsoft Word, and Excel Critical thinking and relationship building skills Organizational and time management skills Client focus Communication and public speaking skills #INDBH Family Services, Inc. complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact [email protected]. Family Services is an equal opportunity employer. We follow federal, state, and local laws prohibiting discrimination in hiring and employment. Must be authorized to work in the United States without work sponsorship. Powered by JazzHR ItFoTJmoUU

Clinical Supervisor LCSW (Sign-on Bonus Available)

Family Services Inc. Millbrook, NY

Sign-on bonus and Professional Development Time available. Seeking a Licensed Clinical Social Worker or Licensed Mental Health Counselor (LCSW or LMHC) to join our trauma-informed and secure behavioral health centers located in Dover Plains and Millbrook, NY. At Family Services, we are actively supporting our community's mental health. The diverse team of Clinicians at our eight Behavioral Health Centers in Dutchess and Ulster Counties offer person-centered and community-informed support to anyone seeking to make a positive change in their lives, no matter their background. If you are interested in supporting everyone's right to thrive apply and let's start a conversation. Title: Clinical Supervisor (LCSW or LMHC) Status: Full-time, Exempt, 40 hours per week Salary: $77,000 - $81,000 annually Supervisor: Center Director, Associate Center Director Schedule: Monday - Friday 8:30am-5:30pm, with one late day Tuesday or Thursday 10am-7pm Location: This position has 2 home locations at the Dover Plains and Millbrook Centers. Coverage may be required at the Rhinebeck Center as needed. Sign-on bonus available. Function: The Clinical Supervisor, under the direction of the Center Director will provide individual supervision to the clinical staff, ensure productivity standards are being met, carry a caseload, and provide trauma informed care to clients through individual and group therapy. Requirements: Current licensure as a Licensed Clinical Social Worker (LCSW) OR Current licensure as a Licensed Mental Health Counselor (LMHC). Experience with behavioral/mental health and the Justice Center. Minimum of 2-4 years of clinical/counseling supervisory experience post licensure Ability to work a flexible schedule. Professional training in trauma informed care or equivalent experience. Seminar in Field Instruction (SIFI) preferred, not required. Benefits: Medical, dental and vision coverage. 403(b) retirement plan with employer match up to 5%. Generous paid vacation, holiday, sick and personal time package (2 weeks' vacation to start, 13 paid holidays per year, 12 sick days per year and 4 personal days per year). In our commitment to professional growth and development, full-time Clinicians receive 12 hours of paid professional development time annually to attend training or conferences that meet their individual learning needs and interests. Group term life and long-term disability insurance. Supplemental life insurance & accidental death and dismemberment coverage (AD&D). Supplemental insurance through Aflac. Employee assistance program (EAP). Access to Family Services' Compassionate Leave Program where employees can donate/receive unused time off. Family Services Behavioral Health Centers are eligible for the Substance Use Disorder Treatment and Recovery Loan Repayment Program (STAR LRP) through the federal Health Resources & Services Administration (HRSA). This is a program where an employee's student loan repayment funds are provided in exchange for a commitment to work at a STAR LRP approved facility for a certain number of years. Our Mission: Family Services brings people together to find the support they need, improving their lives and communities, and building a stronger safer Hudson Valley. Our Values: Compassion - Extending empathy and understanding to others. Integrity - Being honest and dependable. Hope - Believing in the strength of the human spirit and heart, to emerge and thrive when faced with a challenge. Diversity - Promoting a vision of community comprised of wide-ranging assets. Respect - Treating all individuals with dignity and without judgement. Community - Recognizing and reinforcing the importance of our world as being comprised of people of differing strengths and perspectives. Justice - Promoting social and economic equity and fairness. Quality - Aspiring for excellence in every aspect of our work. Clinical Responsibilities: In partnership with the Center Director and supervisors, lead the multi-disciplinary treatment program and day-to-day operations of the behavioral health center. Manage clinical emergencies and provide crisis intervention support to clients. As time permits and based on the needs of the clinics, maintain an individual caseload, provide ongoing direct clinical treatment to clients, and run groups. Ensure that all clients being served by the clinic receive appropriate treatment; Routinely review individual treatment plans and recommend modifications as needed. Assume leading role in DBT consultation team and weekly review of DBT groups. Provide training materials to improve existing skills and knowledge of clinicians while promoting continued professional development. Supervisory Responsibilities: In collaboration with the Center Director, the Clinical Supervisor will provide clinical supervision to the Clinicians providing services in the Beacon center. Clinicians include LMSWs, LCSWs, and LMHCs. Assign and monitor the distribution of caseloads within the clinic. Support the development of staff's professional skills by monitoring overall performance and recommending appropriate training. Responsible for staff's compliance with established rules and regulations concerning standards such as utilization review, client's rights, and agency policies and procedures. Support established goals and performance standards for staff and conduct employee evaluations based on those standards; Implement disciplinary procedures to ensure team success. Participate in providing administrative supervision to staff. Conduct staff meetings as part of the supervisory team. Provide adequate coverage of the behavioral center that the facility is serving clients. Act as liaison to the community to reassure client's positive acceptance and participation in the community at large. Competencies: Leadership and communication skills Experience with electronic health records, Microsoft Word, and Excel Critical thinking and relationship building skills Organizational and time management skills Client focus Communication and public speaking skills #INDBH Family Services, Inc. complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact [email protected]. Family Services is an equal opportunity employer. We follow federal, state, and local laws prohibiting discrimination in hiring and employment. Must be authorized to work in the United States without work sponsorship.

Pharmacy Manager

Walgreens Millbrook, AL

Job Description Job Summary: Provides empathetic pharmacy consulting services to patients regarding the effective use of medications and drug interaction awareness. Offers preventive and clinical healthcare services, including immunizations, diagnostic testing, and patient outcome services. Ensures prescribed medications are compounded, reviewed, dispensed, and verified accurately according to regulatory guidelines and company policies and procedures. Manages an efficient pharmacy workflow and improves pharmacy financials, manages inventory effectively, and enhances patient experience. Manages pharmacy staff performance and engagement. Ensures the professional development of pharmacy staff by overseeing training, focused coaching, and executing formal performance management initiatives. Job Responsibilities: Patient Experience Engages patients by greeting them and offering assistance with products and services. Resolves patient issues in a timely manner and answers questions to ensure a positive patient experience. Models and shares customer service best practices with all team members to deliver a distinctive and joyful patient experience, including interpersonal habits that show care (e.g., greeting, eye contact, courtesy, etc.) and Walgreens service traits (e.g., demonstrating curiosity to identify needs and proactively helping, servicing until satisfied, championing empathy and inclusivity, etc.). Connects with patients by anticipating needs and proactively offering services. Leads efforts on enhancing patient experience by increasing awareness of healthcare services offered through Walgreens (e.g. patient consultation, medication management, drug therapy reviews, and perform clinical, or wellness services such as immunizations, diagnostic testing, and patient outcomes services) thereby promoting the shift of the Walgreen's pharmacy role from transactional to interpersonal. Participates and assists in events that reflect the unique communities we serve as requested by Store Manager, Healthcare Supervisor, or District Manager. Operations Counsels patients and answers questions regarding usage of medicine, side effects, interactions, contraindications, patient information privacy, generics, less expensive medicines, and over-the-counter products. Refers to the medical provider, as needed, to ensure medication is taken correctly, health needs are addressed, and patient is satisfied with service. Performs pharmacist tasks including compounding, drug therapy reviews, verification, and medication management. Reviews, interprets, and accurately dispenses prescribed medications, as required. Ensures the pharmacy operates in accordance with regulations, company policies and standards. Establishes procedures that promote the efficient workflow of the pharmacy including overseeing staff scheduling, assigning roles, coordinating activities, and soliciting team member suggestions. Responsible for opening and closing the pharmacy and shift changes. Ensures the use of all elements of the Good Faith Dispensing policy in conjunction with state and federal controlled substance laws when filling prescriptions. The Product Review/Retail Fill Process Pharmacist is responsible for ensuring that elements of Good Faith are present. Collaborates with Store Manager to define and develop new strategic business opportunities. Maintains information technology knowledge of pharmacy systems including workflow, prescription fulfillment, billing, clinical documentation, training, inventory management, and point of sale registers. Supports pharmacy staff and patients with information technology. Finds opportunities to improve productivity Ensures insurance claims are processed accurately to prevent payment rejections. Resolves patient issues by working with insurance companies and medical providers and conducting or participating in third party audits. Follows-up with medical providers to clarify prescribed medications, dosages, refills, interactions, and allergies to suggest alternative medications, and answer medical provider questions. diagnostic testing, disease state management and other healthcare services. Performs clinical and wellness services such as immunizations, diagnostic testing, disease state management, and other healthcare services Partners with centralized support for patient registration, exception resolution, and assists with resolving patient issues. In virtual environments, conducts virtual product review by following specific company procedures and guidelines Manages the maintenance, housekeeping, and improvement of the pharmacy department including repairs, cleaning, new equipment, and layout changes to ensure a functioning, presentable and efficient pharmacy. Prepares and submits all records, reports, and other documentation as required by state and federal laws to run the pharmacy business (e.g., operating statements, performance indicator reports, supervision notes, deletions, transfers.) People & Performance Management Collaborates with Store Manager on pharmacy staff hiring, carries out discipline and termination, as necessary, and ensures compliance with employment laws. Partners with Store Manager to establish expectations and goals, promote teamwork and foster a shared vision. Monitors and recognizes improvements in pharmacy staff by implementing rewards programs. Manages pharmacy staff performance by overseeing the training of pharmacy staff (e.g., using the correct processes and tools) and conducting formal performance reviews. Identifies high potential team members and proactively collaborates with Store Manager to manage career progression. Addresses employee relations concerns. Maintains team member morale by checking on employee welfare, addressing complaints and conflicts, and ensuring positive employee management relationship. Training & Personal Development Maintains required licensing/credentialing/certification as established by federal and state regulations to provide clinical services. Maintains and enhances current knowledge and skills related to pharmacy and healthcare by reading pharmacy related journals and Walgreens publications and communications. Maintains awareness of developments in retail and management areas and pursues best practices to enhance business acumen and pharmacy performance. Completes education credits and training, including learning modules, as required by the Company Seeks professional development by monitoring own performance, solicits constructive feedback, and leverages Healthcare Supervisor and Store Manager as mentors and coaches. Communications Supports the Store Manager by communicating relevant corporate health and wellness services or strategy information to pharmacy staff. Business Performance Management Analyzes performance data including pharmacy financials, customer service, and inventory. Manages pharmacy asset protection activities and oversees inventory management. Identifies pharmacy performance trends and opportunities for improvement. Business Planning Develops and maintains good relationships with local medical community including physicians, nurses, and other health care providers. Reaches out to the community to promote the pharmacy business and further enhance growth opportunities. Supports Store Manager in expanding health and wellness awareness in the community External Basic Qualifications BS in Pharmacy or Pharm D Degree from an accredited educational institution. Current pharmacist licensure in the states within the district. Certified Immunizer or willing to become an immunizer within 90 days of hire. At least 1 year pharmacy experience including prescription filling, recordkeeping, legal compliance, pharmacy operations, pharmacy software and technology systems and insurance billing. (Some states may require more specific pharmacy experience in which case those requirements would take precedent). Experience performing prescription dispensing activities that demonstrate a strong working knowledge of applicable state and federal controlled substance laws. An average rating of at least 3.0 on the leadership behaviors on the last performance review if one is on file, and no written disciplinary actions in the last 12 months (Internal candidates only). About Walgreens and WBA Walgreens www.walgreens.com is included in the U.S. Retail Pharmacy and U.S. Healthcare segments of Walgreens Boots Alliance, Inc. (Nasdaq: WBA), an integrated healthcare, pharmacy and retail leader with a 170-year heritage of caring for communities. WBA's purpose is to create more joyful lives through better health. Operating nearly 9,000 retail locations across America, Puerto Rico and the U.S. Virgin Islands, Walgreens is proud to be a neighborhood health destination serving nearly 10 million customers each day. Walgreens pharmacists play a critical role in the U.S. healthcare system by providing a wide range of pharmacy and healthcare services, including those that drive equitable access to care for the nation's medically underserved populations. To best meet the needs of customers and patients, Walgreens offers a true omnichannel experience, with fully integrated physical and digital platforms supported by the latest technology to deliver high-quality products and services in communities nationwide. Preferred Qualifications Supervisory experience planning, organizing, and directing the work of pharmacy staff. At least 6 months pharmacy experience with Walgreen Co. An average rating of 3.7 or above on the leadership behaviors on the last performance review if one is on file. (Internal candidates only) An Equal Opportunity Employer, including disability/veterans We will consider employment of qualified applicants with arrest and conviction records. The Salary below is being provided to promote pay transparency and equal employment opportunities at Walgreens. The actual salary within this range that you will be offered will depend on a variety of factors including geography, skills and abilities, education, experience and other relevant factors. This role will remain open until filled. To review benefits, please click here jobs.walgreens.com/benefits. If you are applying on a job board or unable to click on the link, please copy and paste this URL into your browser jobs.walgreens.com/benefits

Remote Mental Health Counselor jobs in Millbrook