AHRC NYC is one of the largest providers of services for children and adults with developmental disabilities in New York City .
Our mission is to advocate for people who are neuro-diverse to lead full and equitable lives.
Come join the company recognized by Forbes as a Best Midsize Employer in America two years in a row, generosity guides us as we honor our legacy and continuously grow through a culture of curiosity, creativity and optimism.
SUMMARY: The Partnership for Inclusive Internships (PII) is a grant-funded public/private partnership between AHRC NYC and City government agencies.
PII Program seeks to increase job readiness and promote employment for people with disabilities through internships in NYC government.
Interns are placed within the Department of Social Services (DSS), /The Human Resources Administration (HRA),/ the Department of Homeless Services (DHS), as well as two other City Agencies.
ESSENTIAL RESPONSIBILITIES: Market the internship program to the different offices and programs within City government in order to develop internship opportunities.
Act as liaison between the intern referral sources and City agencies Screen intern candidates for job readiness and internship placements Facilitate internship matching between the different department/program areas and potential interns.
Consult with department heads and/or supervisors to determine ongoing internship needs and to assure that appropriate learning opportunities for interns are met.
Create and/or revise, as needed, specific descriptions of tasks and responsibilities each department offers to prospective interns.
Participate in ensuring the appropriate on-boarding of interns who are accepted to the PII program are met.
Ensure appropriate supervision of interns, in accordance to requirements of their internship, as well as provide guidance, support and education to job coaches, internship supervisors and other staff as needed who oversee internship activities.
Support interns through individual check-ins, training and peer group meetings.
Act as liaison with HR departments at the various City agencies in order to assist with the onboarding of interns and on possible job placements.
Assist with the 55A and ACCES-VR eligibility process.
Assist in tracking all internship placements and outcomes in order to provide periodic statistical reports on the program Attend and coordinate steering committee meetings.
Conduct other tasks, as necessary.
REQUIRED QUALIFICATIONS: Minimum of 3 years working with people with disabilities required.
Experience with job-placement, preferred.
Strong interpersonal and writing skills, as well as the ability to conduct effective training and presentations to staff and other key stakeholders.
Proven ability to develop and maintain strong working relationships with a wide range of internal stakeholders (including line staff, managers, department heads) and external resources (including other partners, funding sources and referral sources).
Prior employment training experience and/or Human Resource experience would be useful.
Must exhibit excellent organizational and coordination skills and the ability to manage multiple tasks simultaneously, while exercising independent judgment and problem-solving abilities.
Strong communication and social media platform skills.
Willingness to work flexible hours as needed.
TO APPLY: Interested applicants should submit a resume and cover letter to Program Coordinator Hannah Millson at Hannah.cook-davisahrcnyc.org and Program Director Michele Shapiro at michele.sharpiroahrcnyc.org.
AHRC New York City provides equal employment opportunity to all applicants, with employment based upon personal capabilities and qualifications without discrimination because of race, color, national origin, religion, sex (with or without sexual conduct), age, disability, pregnancy, alienage or citizenship status, marital status, creed, genetic disposition or carrier status, sexual orientation or any other protected characteristic as established by 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)