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Form of work
SalaryDirector-Wisconsin Works (W-2) Salary Compensation
- Starting Exempt Salary $92,000.00 to $115,000.00 Per Year | Depending on Experience.
Director-Wisconsin Works (W-2) Job Responsibilities:
- Responsible for leading the overall day-to-day operations of W-2 and Related Programs, including Emergency Assistance, Refugee Assistance, onsite child care, Job Access Loans, employment and training, participant support, and adult basic education services, to help eligible families achieve economic stability.
- Provides supervision to Deputy Director and other program management personnel, evaluates their performance, and provides support to advance and meet targeted program outcomes and agency performance.
- Establishes, maintains, and updates effective operating procedures for W-2 and Related Programs that align with a whole family approach to empower and build better futures for families.
- Manages continual process improvement by monitoring, refining, and optimizing workflow and processes with the goal of continuously improving overall service delivery (efficiency, productivity, and quality).
- Ensures W-2 Bureau of Working Families monitoring criteria and benchmarks (including, but not limited to, customer service, case file documentation, and performance achievement) are met through the prioritization, scheduling, and delegation of staff and work assignments.
- Coordinates with Quality Assurance team to ensure productive and compliant delivery of services consistent with established standards.
- Responsible for team performance, evaluation and continuous improvement of UMOS’ W-2 program delivery.
- Works closely with Finance team to ensure budget is maintained, program dollars are appropriately spent, all fiscal expenditures are reasonable, allowable, and necessary.
- Directs internal procedures to ensure customer satisfaction and quality service delivery.
- Works closely with Quality Assurance and service delivery teams to provide technical assistance and training to program staff in timely manner.
- Responsible for coordinating services with subcontractors, partners, and Job Center Network efforts.
- Actively or appropriately delegates participation in all Job Center Network meetings and other coordinated efforts with Milwaukee County W-2 agencies and other service providers as appropriate.
- Responsible for directing the activities of the Community Steering Committee.
- Develops and maintains agency linkages with funding sources and Job Center Network partners.
- Attends meetings conferences, workshops and performs special projects and other related duties as assigned.
Director-Wisconsin Works (W-2) Job Qualifications:
- BS, BA Degree in Business Administration, Public Administration or related field. Master’s preferred.
- 7+ years of experience in human service or workforce development programs. Strong knowledge of the TANF service delivery (Wisconsin Works) preferred.
- Demonstrated experience overseeing complex service delivery system(s), including supervising cross functional teams; managing program operations and budgets; developing and implementing work plans, policies, and procedures; and leading a team to meet targeted goals and objectives.
- Understanding of and experience with data reporting, collection, tracking, and analysis, and using data to inform and implement continuous improvement.
- Demonstrated ability to establish, build, and maintain partnerships with a network of service providers, funding sources, and partners that complement social service/workforce development programming.
- Demonstrated ability to use technology and related software applications, including Microsoft 365, to create efficiencies in workflow and the ability to quickly learn program data systems. Extensive knowledge of CARES systems preferred.
- Strong communication and presentation skills with demonstrated ability to communicate professionally with groups/individuals at all levels; a keen attention to detail; and exceptional organizational and time management skills.
- Must have adequate transportation, valid Wisconsin Driver’s license, vehicle insurance, and able to travel for work.
Work Environment, Physical, and Sensory Demands:
The demands described here are representative of those that must be met by an employee to successfully perform the job functions. Reasonable accommodations will be considered to enable individuals with disabilities to perform essential job functions.
Physical Demands:
- Employees are frequently required to stand, walk, sit, and bend.
- Occasionally required to lift and /or move up to 20 lbs.
- Occasionally required to drive.
- Frequently exposed to moderate temperature generally encountered in a controlled temperature environment.
- Noise level in this work is usually quiet to moderate.
Tools & Equipment Used:
- iPad, iPhone, laptop/desktop computer,
- Projectors, multi-functional scan/fax/copy machine.
- Use first aid equipment, fire extinguisher.
- Usage varies by position.
Additional Eligibility Requirements:
Employment with UMOS is contingent upon successful completion of a driver’s license record check prior to employment.
UMOS is an equal opportunity Affirmative Action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
Education
Required- Bachelors or better in Business Administration or related field
- Masters or better
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)
