Staff Analyst - Skid Row Action Plan Technical Assistance Program Manager at Public Health Foundation Enterprises, In in Los Angeles, California

Job Description:

Salary: $6806.73-$9820.80 Monthly

 

SUMMARY

Housing for Health (HFH) is a program office within Health Services Administration, a division under the Los Angeles County Department of Health Services (DHS).  HFH supports the Los Angeles County Homeless Initiative recommendations support the County’s effort to address and combat homelessness in the communities within Los Angeles County.  

In June 2022, the Los Angeles County Board of Supervisors directed HFH to collaborate with several other county departments, the CEO Homeless Initiative, and the City of Los Angeles to develop the Skid Row Action Plan (SRAP)- an intentional, and targeted plan aimed at addressing the crisis of homelessness on Skid Row which has been exacerbated over time due to decades of institutional racism. The SRAP includes several strategies to address homelessness in this area, including technical assistance and capacity building, interim housing opportunities, and coordination of placement of people experiencing homelessness (PEH) into housing.

The Staff Analyst assigned to this role will lead a dynamic team of analyst and administrative staff charged with implementation of several strategies of the SRAP. They will develop work plans as it pertains to the provision of technical assistance to interim housing providers and housing for residents of Skid Row. They will work collaboratively with other HFH senior leadership staff to establish, track, and assess progress on project deliverables. Ideal candidates will be organized, have knowledge of the landscape of homeless service providers, and experience providing supervision of multi-faceted teams, and be flexible to meet the changing needs and demands of the project.

 

ESSENTIAL FUNCTIONS

• Directs the planning, development, and implementation of Housing for Health (HFH) led strategies from the Skid Row Action Plan.


• Establishes workplans for analyst and administrative level staff and tracks their progress in accordance with project deliverables.


• Liaises with county departments, interim housing funders, providers and stakeholders in Skid Row to support the fulfillment of the SRAP.


• Facilitates meetings, trainings, and other engagements that target addressing the gaps in service provision in Skid Row and create action items to fill these gaps.


• Oversees the creation, implementation and facilitation of a resident advisory council for interim housing residents in Skid Row

• Supervises staff; directs staff hiring, orientation, training, work assignments and performance monitoring.

• Other duties and special projects as assigned.

 

JOB QUALIFICATIONS 

Education/Experience

Four or more years of highly complex administrative or supervising experience in the health, housing, social services, or related sectors

 

Certificates/Licenses/Clearances

• Successful clearing through the Live Scan process with the County of Los Angeles.


• A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions.

 

Other Skills, Knowledge, and Abilities

• Experience in overseeing a team engaged in providing assistance to vulnerable populations, e.g., people who are experiencing homelessness or at risk of being homeless


• Proficient skill set in using an array of Microsoft Office Suite software programs such as Word, Excel, PowerPoint, Access, Adobe Reader, One Note, Outlook, Publisher, Skype, Outlook, etc.


• Able to multi-task and set workload priorities for time sensitive projects/tasks.


• Ability to problem solve and make recommendations to processes, policies, etc.


• Able to communicate with all levels of personnel, e.g., written, verbal, in a professional and concise/clear manner; ability to work within a project team and/or independently.


• Able to work in a very diverse environment and with diverse individuals.


• Ability to be flexible in meeting changing work tasks and timelines; must be dependable and reliable.

  

PHYSICAL DEMANDS

Stand                                              Frequently

Walk                                               Frequently

Sit                                                    Frequently

Handling                                       Occasionally

Reach Outward                          Occasionally

Reach Above Shoulder             Occasionally

Climb, Crawl, Kneel, Bend      Occasionally

Lift / Carry                                     Occasionally - Up to 50 lbs.

Push/Pull                                       Occasionally - Up to 50 lbs.

See                                          Constantly

Taste/ Smell                            Not Applicable

Not Applicable          Not required for essential functions

Occasionally               (0 - 2 hrs./day)

Frequently                    (2 - 5 hrs./day)

Constantly                    (5+ hrs./day)

 

WORK ENVIRONMENT

Currently Remote Work and Home Office Setting with a Potential Transition to a General Office Setting, Indoors Temperature Controlled

EEOC STATEMENT

It is the policy of Heluna Health to provide equal employment opportunities to all employees and applicants, without regard to age (40 and over), national origin or ancestry, race, color, religion, sex, gender, sexual orientation, pregnancy or perceived pregnancy, reproductive health decision making, physical or mental disability, medical condition (including cancer or a record or history of cancer), AIDS or HIV, genetic information or characteristics, veteran status or military service.

 

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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