Posted in Nonprofit - Social Services about 2 hours ago.
Type: Full-Time
SUMMARY
Under direct supervision of the QIA Director, the Capacity Development Program Specialist leads efforts that contribute to the strength of Alameda County’s local public health infrastructure. The Capacity Development Program Specialist designs, implements and monitors community-based capacity development efforts that promote improved community health outcomes and strengthen the responses to public health hazards and crises. This position has a crucial role in applying population-based approaches that amplify equity as a primary means to achieve community health improvement that is sustained by an ample infrastructure. The Capacity Development Program Specialist is guided by principles of continuous quality improvement, evidence-based practice, data-to-action, and use of technology that align with Alameda County Public Health Department’s (ACPHD) aim to advance race and health equity through its programs, services, and policy work.
The salary range for this position is $87,001.60 to $113,651.20 annually depending on experience/qualifications.
ESSENTIAL FUNCTIONS
JOB QUALIFICATIONS
Education/Experience
Certificates/Licenses/Clearances
PHYSICAL DEMANDS
KEY
WORK ENVIRONMENT
Our organization follows a hybrid workplace environment. This position will require work in-office in San Leandro, CA. Supervisor/leadership will determine hybrid schedule.
Must have functioning internet at remote location.
General office environment, temperature controlled.
EEOC STATEMENT
It is the policy of Heluna Health to provide equal employment opportunities without regard to race, color, religion, sex, national origin, age, disability, marital status, veteran status, sexual orientation, genetic information or any other protected characteristic under applicable law.
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)
See job description
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