The Training Employment Retention Specialist is responsible for directly supporting Home Health Aide and Personal Care Aide trainees, ensuring a smooth transition from training to employment and fostering long-term engagement with the agency. This role combines counseling, assistance with social services, and retention strategies to reduce turnover while addressing trainees’ personal and professional challenges. The specialist acts as a bridge between the trainees, social services, and the organization during the training phase and the first 90 days of employment.
Responsibilities
Trainee Support and Case Management
- Interviews and assesses program applicants to determine their needs and barriers.
- Advocates, refers, and problem-solves social service issues such as public entitlements, childcare, and transitional benefits.
- Provides crisis intervention counseling and referrals when necessary.
Training Integration and Onboarding
- Assists trainees with transitioning from training to employment by providing continuous support during the critical first 90 days.
- Facilitates developing and coordinating the Caregiver’s Collaborative Forum, creating a supportive platform where caregivers can connect, share knowledge, and engage in open discussions to express their challenges and experiences.
- Oversees the peer mentorship program.
- Helps trainees navigate organizational resources and company culture.
Career Development
- Works with trainees to develop personalized career pathways, identifying opportunities for continuing education and career advancement (e.g., CNA, LPN) through the support of 1199’s Education Fund.
- Serves as the primary liaison to the 1199 Education Fund, coordinating and facilitating workshops to inform home care workers about the services, benefits, and opportunities available through the fund.
- Collaborates with the training department to ensure trainees have access to relevant upskilling opportunities within the Training Program (PCA to HHA).
Employee Engagement and Wellness
- Conducts regular check-ins with trainees and new hires to gather feedback and provide support.
- Promotes wellness programs and provides resources related to work-life balance, stress management, and self-care.
Data Analysis and Reporting
- Analyzes retention data to identify trends and causes of turnover.
- Provides regular reports to management on retention metrics, challenges, and proposed solutions.
Cross-Departmental Coordination
- Works closely with HR, service delivery teams, and training coordinators to ensure smooth transitions for trainees.
- Participates in program planning and evaluation meetings to enhance the ongoing development of training and retention efforts.
Qualifications
- Bachelor’s degree in human services, social work, public health, or a related field.
- Minimum of 3 years of counseling, case management, or workforce development experience, preferably in a community-based or human service organization.
- Familiarity with home care services is a strong plus.
- Bilingual (Spanish/English) language proficiency in reading, writing, and speaking.
- Strong communication, organizational, and follow-through skills.
- Experience with Microsoft Word, Salesforce, and data analysis tools is a must.
Skills and Competencies
- Empathy and a deep understanding of challenges faced by Home Care Workers.
- Strong problem-solving skills to address personal and professional barriers.
- Ability to design and implement programs that promote engagement and career development.
- Familiarity with case management and support services.
Physical Demands
The role involves bending, sitting, standing, and computer data entry.
Reporting Structure
- Reports to: Director of Home Health Aide Training Program.
- Works closely with Training Program staff, Human Resources, and Home Care Operations Managers.
Key Performance Indicators (KPIs)
- Retention rates within the first 90 days and one year of employment.
- Employee satisfaction is measured through regular surveys.
- Reduction in the annual turnover rates within the HHA/PCA workforce.
Salary Range: $40,000 – $45,000
SCS offers an excellent benefits package:
Comprehensive medical, dental and vision insurance
403(b) retirement plan with employer contribution
Flexible spending account and transit benefits
Employee Assistance Program
20 days of paid vacation and 12 paid sick days per year
12 paid holidays
Six personal/floating days|
Life insurance
Long-term disability
Dynamic and safe work environment
How to Apply
Email a cover letter and resume to Melissa Vitale, Director of Human Resources, at MVitale@scsny.org. Please indicate “Training Employment Retention Specialist” in the email subject line.
All positions at Sunnyside Community Services are filled without regard to race/color, religion/creed, national origin, age, sex/gender, sexual orientation, gender identity or expression, disability, pregnancy-related condition or lactation, military/veteran status, marital status, familial status, caregiver status, sexual or reproductive health decisions, height, weight, status as a victim of domestic violence/stalking/ sex offenses, predisposing genetic characteristic, immigration or citizenship status, prior arrest or conviction record, credit history, salary history, unemployment status, pre-employment marijuana testing, union affiliation/activity, or for reporting or opposing discrimination on these bases or for reporting or opposing violations of workplace health and safety, pay equity or practices, or for participating in any internal o any legally protected status listed in the New York City Human Rights Law (NYCHRL). All are encouraged to apply.
Sunnyside Community Services strives to address, explore, and educate all our stakeholders about the diversity of human experience and to advance and integrate racial equity and social justice into all organizational policies and programs. We believe that everyone, regardless of who they are or what they do for the organization, should feel equally involved and supported. Sunnyside Community Services represents a commitment to considering the whole person and how systemic barriers and access to opportunities can affect their well-being.
Equal Opportunity/Affirmative Action Employer