**Description** **Competitive incentive plan that includes both monthly and annual productivity bonuses! Bilingual candidates (Spanish or Haitian Creole) encouraged to apply!** The Safe at Home Program, based in Roslindale seeks a Therapeutic Mentor. Under the direction of the Team Leader, the Therapeutic Mentor offers structured, one-to-one, strength-based support services to youth to address daily living, social, and communication needs at youth’s home and in the community. To learn more about the incredible impact our employees have on the lives of children and families, click here: https://www.youtube.com/watch?v=DXedSArtYbg **How You Will Be Making a Difference** Support, coach, and train youth in age-appropriate behaviors, interpersonal communication, problem-solving and conflict resolution, and relating appropriately to other children and adolescents, as well as adults, in recreational and social activities. Identify skills, supports and resources that could be used to enhance youths’ wellness in order to inspire hope in their lives. Position requires working closely with clinical referral source and other clinical providers to work towards goals identified by that person. Therapeutic Mentors also participate in weekly individual and group supervision, monthly staff meetings, and other projects on an as needed basis. Complete agency and third party payer paperwork requirements. Depending on the program, may be required to meet certain billing requirements on a weekly basis. **Qualifications** + Bachelor’s degree in a human service field from an accredited university and one year experience working with children/adolescents/transition age youth OR + Associate’s degree in a human services field from an accredited school and one year of experience working with children/adolescents/transition age youth OR + High school diploma or GED and a minimum of two years of experience working with children/adolescents/transition age youth + Bilingual candidates preferred. + Personal experience living with special needs, significant mental health issues, or struggles with systemic issues + Computer literate including Microsoft Office and Internet Explorer with the ability to learn new software applications **Driving Requirements** + May be required to operate a vehicle + May be required to have a valid driver’s license and a “satisfactory” driving record + May be required to have access to a personal vehicle for use during work hours + May be required to use personal vehicle to transport clients on occasion if/when needed + If required to transport clients, must maintain the minimum amounts of liability insurance as required by The Home and/or other regulatory requirements and vehicle registration must be current **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. **What The Home Can Offer You** In addition to the chance to make a lasting impact on the lives of the youth of Massachusetts, The Home for Little Wanderers offers competitive salaries and a comprehensive benefits package including: + Extensive training to new staff + Tuition Reimbursement + Health and Dental Insurance + 403(b) Retirement Plan with employer match + Long-term Disability and Short-term Disability Insurance + Life Insurance + Generous Paid Time Off + Professional Development opportunities 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)