Job Description

Pearl Haven is a 32-bed residential treatment center located on the North Shore of Oahu, Hawaii. We were founded by Ho'ola Na Pua and opened our doors to our first youth in June 2021. Pearl Haven partnered with Rite of Passage to help create a therapeutic program where youth ages 11-17 can come and heal from their trauma. That's where you come in! We need a Case Manager Administrative Assistant to join our team as an advocate for our youth. The CMAA is a member of the Student Services Department and works closely with the clinical team to ensure that each youth is getting the best treatment possible.

As the CMAA, you will be responsible for:

• Being a positive role model
• scheduling appointments and meetings for youths
• talking with each youth to coordinate those appointments
• Motivating and helping youth set goals
• Keeping a calendar of all appointments for youth
• Case file audits
• Recording exits, intakes, and daily count tracking
• Tracking incident reports
• Maintaining the master control roster
• Other tasks as requested

Benefits:

Pearl Haven offers medical, vision, and dental insurance; as well as life insurance, 401K with matching up to 6%, tuition reimbursement, and PTO that starts accruing on your day of hire.

Requirements:

• High school diploma or equivalent
• Due to licensing requirements, employees must be 21 or older to work with our youth
• Two years of experience preferred
• Ability to work 40 hours a week
• Must be able to pass a drug screen, criminal background check, and TB test
• Must possess a current state driver's license AND have an acceptable driving record for the past three (3) years
• Must meet the requirements to be an eligible ROP driver so that you can use company vehicles to transport youth
• Effective communicator
• Innovative problem solver
• Organized
• Efficient
• Proficient in the use of computers and associated software

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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