**Description** The Home operates The Boston 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 FRCs support families with youth who are at risk of needing court involvement. Under the direction of the Program Director, the Assistant Program Director will assist in planning and managing operations and staff within a specific program. Also provides some direct client services. Serves as primary point of contact with the Department of Children and Families (DCF) relating to contract management, performance management, and quality assurance activities necessary. **How You'll Be Making a Difference** + Plans, directs and oversees activities within the program(s). Oversees and supervises all program(s) staff paid, stipend, or volunteer - and provides regular one on one supervision to selected staff at a minimum of one hour weekly. Ensures regular feedback and guidance is provided for staff development. Participates in the selection and termination of staff. Promotes a positive work environment. + Ensures that all program deliverables are successfully completed and delivered. + Oversees program marketing and coordinates necessary data collection and reporting regarding service utilization. + Provides some direct Information and Referral, and Training and Consultation services. + Serves as point of contact with the Department of Children and Families (DCF) relating to contract management, performance management, and quality assurance activities necessary. + Attends monthly/quarterly meetings and represents program(s) and agency at internal and external meetings. Acts as a liaison to providers and community resources. + Plans, organizes and executes big events/drives. + Ability to create and/or facilitate groups for all different ages. + Oversees the maintenance of facilities and equipment. + Carry caseload of FRC members as needed **Qualifications** + Proven leadership and management experience in a multi-disciplinary setting required + Masters Degree in Social Work, Human Services and/or Education preferred + Clinical experience preferred + Prior experience in the field of Child welfare and/or child education preferred + Knowledge of Child Welfare system with working knowledge of state agencies **What The Home Can Offer You** In addition to the chance to make a lasting impact on the lives of the youth we serve, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including: + Generous time off including up to 20 days per year for new full-time employees, plus 11 holidays, 5 sick days, and 2 personal days + Health and Dental Insurance that is effective immediately upon hire + Extensive training to new staff + Tuition reimbursement of up to $2,400 per fiscal year + 403(b) Retirement Plan with employer match + Employer paid Long-term and Short-term Disability Insurance, plus Basic Life and AD&D Insurance + And more! **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)