Workforce Development Specialist

Join Our Team!

Make a meaningful impact on the lives of individuals with disabilities! ServiceSource is excited to hire a motivated and compassionate Workforce Development Specialist to support our workforce at the National Geospatial Institute in St. Louis, MO!

What You'll Do

In this role, you will partner with community referral sources to provide vocational support, helping employees with disabilities thrive, develop, and grow in their roles on the NGA contract. You will have the opportunity to deliver direct support and training, collaborate with vocational agencies and community partners, and foster an inclusive, supportive work environment for individuals with disabilities.

What We Offer

• Salary: Starting at $43,000 annually.
• Flexiblity: Hybrid and partial-remote schedules available, standard work hours with minimal local travel.
• Career Development: Opportunities for growth within our organization, access to professional development programs, and potential for tuition reimbursement.
• Comprehensive Benefits: A robust health, vision, and dental plan, generous paid time off, retirement planning with a 403(b) match, and more.

Job Summary

This position focuses on recruiting for direct labor positions and providing vocational supports to direct labor employees.

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

• Coordinate the recruiting function for direct labor positions, to include: track position requisitions and any required approvals, draft/post advertisements for positions, requesting medical documentation to determine eligibility for the AbilityOne program, working with employment agencies, coordinate reference checks, background screenings, drug testing, conduct phone screenings, arranging interviews and skills testing of job applicants, extend job offers. Includes seasonal and temporary positions.
• Support the vocational and non-vactional needs of direct labor employees are being met. Facilitate outplacement, as applicable, from the AbilityOne Program. Compose documentation related to the supports provided to the individual.
• Work with individuals with disabilities, funding sources, referral agencies, etc. to ensure all necessary information, including documentation of disability as required by the AbilityOne Program, is obtained for potential program admissions.

Additional Responsibilities

• Continually provide human resources, hiring managers, Executive Director, and rehabilitation status of applicants in the recruiting process.
• Prepare employee letters of offer.
• Supply all necessary documentation after providing a quality control check to ensure all documents are complete and data keyed is correct.
• Create the organization's personnel and rehabilitation files including creating individual employee personnel file for new hires, application and resume files, and benefit plan enrollment.
• Give informational tours of government, commercial and other sites to referral sources and potential participant employees.
• Perform other responsibilities as assigned.

Qualifications: Education, Experience, and Certification(s)

• High school diploma or General Education Development (GED) required.
• Associate degree in human resources, human services, or marketing field preferred.
• One (1) year experience in human resources or working with people with disabilities preferred.
• PHR or SHRM certification preferred.
• Availability and willingness to travel within the local area to perform job, sometimes with little notice.
• Availability and willingness to work flexible hours, including evenings and/or weekends, when needed.

Knowledge, Skills, and Abilities

• Knowledge of human resources laws and corresponding compliance requirements including; FLSA, FMLA, SCA, COBRA, EEO/AAPs, ERISA, and HIPAA.
• Knowledge of the AbilityOne Program.
• Confident, clear, and professional written and verbal communications skills.
• An individual who can relate well to people at all levels of an organization.
• Ability to work effectively within a team.
• Strong computer skills to include proficiency with Microsoft Office software and corporate virtual meeting software.
• Proficiency in the HRIS system and the rehabilitation electronic health record system.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is required to sit, talk, and hear. The employee will need to walk within an office setting. The employee may occasionally lift or move office products and supplies, up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet to moderate.

ServiceSource is committed to hiring and retaining a diverse workforce and building an inclusive workplace. We are an Equal Opportunity and Affirmative Action Employer, making employment decisions without regard to a person's race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class. We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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