The Home operates The Chelsea-Suffolk County Family Resource, which is part of a state-wide network of Family Resource Centers. Family Resource Centers (FRCs) provide services to strengthen families by connecting them to resources within their own communities and offers innovative programming. In addition to assisting families with finding resources.

The Chelsea Family Resource Center is looking to hire a part-time Administrative Assistant/ Coordinator to work at our Chelsea office. They will be responsible for administrative support and general office work for the program as well as managing the reception desk.

Essential Functions:

• Enter all family intakes into the electronic health care system.
• Complete weekly productivity reports; complete monthly reports.
• Management of Family Roster/spreadsheet.
• Completion of satisfaction surveys with families, family appointments, and group activities.
• Volunteer coordination along with the Program Director.
• Fills in for intake and coverage of office hours as needed.
• Perform special project duties and/or other tasks as assigned

Education and Experience:

• High School Education or equivalent required.
• One year of administrative support experience preferred.
• Must be computer literate, including knowledge of Microsoft Office and Internet Explorer, with the ability to learn new software applications.
• Bi-lingual capability required.

Valuing Diversity

We are committed to excellence in diversity, equity, and inclusion, while simultaneously creating a culture that supports those values. We believe the differences we bring enhance our ability to provide exceptional service and care to diverse children, families, and communities. Moreover, diversity, equity, inclusion, and belonging align with our values and our mission to help vulnerable children and their families build permanent, positive change.

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)