Supervisor - Housing Maintenance (25 Hours Per Week)

Make an impact by joining ServiceSource, a champion for people with disabilities. Explore new opportunities! ServiceSource is an organization of talented people who drive innovation, embrace change, and strengthen communities. Primary Duties Schedule maintenance requests. This includes answering maintenance calls, entering into software, prioritizing requests and scheduling maintenance team. Tracking all Maintenance invoices, including reconciliation to statements and entering invoices in accounting software. Pest control Scheduling/issues. Purchase all equipment (replacement reserve items) needed. Track all warranties, including manufacturing information per HUD guidelines. Develop and maintain a list of outside contractors to handle all types of repairs or maintenance issues. Perform inspections on properties being repaired/renovated. Meet with appropriate parties (Contractors, Consultants, Architects etc.) to insure timely resolution of potential time delay problems. Scheduling of all REAC and annual inspections & sending notices. Keep updated on Fair Housing issues, Program changes and Property changes. Additional Responsibilities Occasional travel to Stuart, FL and Brevard County, FL is required. Ability to work 32 hours per week required. Keep updated on Fair Housing issues, Program changes and Property changes. Perform other responsibilities as assigned. Qualifications: Education, Experience, and Certification(s) High school diploma or General Educational Development (GED) required. Certified Manager of Maintenance NCHM preferred. Accounting/bookkeeping knowledge preferred. General knowledge of home repair and maintenance required. Valid driver’s license and good motor vehicle record (MVR) required. Knowledge, Skills, And Abilities Computer literacy and knowledge of Microsoft Office or similar software required. Strong organizational, communication, and interpersonal skills required. Experience with HUD residential Program standards preferred. Knowledge of the Americans with Disabilities Act and Fair Housing requirements preferred. Physical Demands 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 regularly required to stand; reach with hands and arms; and talk or hear. The employee is occasionally required to walk and sit. The employee may occasionally lift or move 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 noise level in the work environment is usually quiet. What We Offer – for Benefit Eligible Employees May Include Health coverage for you and your family through Medical, Dental, and Vision plans. Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance. A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution. Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars. To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance. A generous paid time-off program in which the benefits increase based on your tenure with the company. Equal Employment Opportunity Statement We are an Equal Employment Opportunity 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. #J-18808-Ljbffr ServiceSource