Since 1979, the Portland community has trusted Central City Concern (CCC) to help people create meaningful, long-term change. We serve more than 13,000 people experiencing or at risk of homelessness annually with affordable and supportive housing, person-centered health care, addiction recovery, and employment assistance. By providing health care, housing, and jobs, CCC is ending homelessness in Portland and helping people achieve their highest potential.
CCC is seeking a Occupancy and Compliance Manager to join our team!
The Occupancy and Compliance Manager supervises the Occupancy and Compliance Team to maximize effectiveness and efficiency of those operations and to ensure a high standard of compliance with a complex and evolving universe of regulations and funding agreements. This position is responsible for maintaining complex and vital relationships with multiple internal and external partners including but not limited to the Community Management team, MIS and Revenue Optimization Manager, various department managers, and compliance contact at federal, state, and local levels.
SKILLS & ABILITIES:
Central City Concern offers an incredible benefits package to our employees!
Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.
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)
Tagged as: Ability, Dlines
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