HonorHer Jobs


Job Information

Pressley Ridge Work Experience Case Manager in Cincinnati, Ohio


Be the change you wish to see in the world! Come join our team to empower children and families in our communities to transform their lives and develop to their full potential.

Pressley Ridge Benefits

The well-being of our employees and their families is important to us. At Pressley Ridge, we strive to provide the most competitive and comprehensive employee benefit programs that are affordable and help you and your family achieve and maintain your best possible health.

  • Medical coverage available with a Health Savings Account (HSA) with 50% employer match

  • Prescription coverage

  • Dental and vision plans

  • Patient advocate and Medicare specialists available at no cost

  • Dependent Care Flexible Savings Account

  • Wellness incentive (up to $250)

  • 403b with up to 9% employer give/match

  • Free life insurance and AD&D

  • Paid Time Off (PTO)

  • 9 paid holidays (7 recognized holidays plus a floating and birthday holiday per year)

  • Tuition reimbursement (if applicable)

  • Employee Assistance Program (EAP)

The Work Experience Case Manager is responsible for developing partnerships with local employers with the intent of creating internships and pathways to employment for our youth. The case manager is responsible for working directly with young adults in the Clermont County area ages 14 -24, focusing on pre-employment skill development, job search techniques and in the skills needed to maintain employment. We invite you to join our team.

Essential Responsibilities

  • Responsible for working directly with young adults in the Clermont County area ages 14-24, focusing on pre-employment skill development, job search techniques and skills needed to maintain employment

  • Assist the youth/young adult to identify their personal goals and create an achievable plan for success

  • Identify, along with the youth/young adult, the specific skills required for employment and assist the youth/young adult to harness these skills

  • Work directly with the youth/young adult in the community to ensure that they have the skills necessary for successfully negotiating their work environment

  • Work with the youth/young adult after they have achieved employment to ensure that employment is maintained

  • Work with the Program Manager in developing community partnerships with local Colleges and Universities that will benefit the youth/young adult

  • Utilize written computer-based documentation and database entry to record youth/young adult's progress and goal achievement performance according the policies and procedures

  • Attend all meetings and events relative to the progress of the youth/young adult on caseload

  • Respond to the youth/young adult needs based on their level of self-sufficiency and established goals

  • Convene Employer Partners regularly to gain insight on industry needs in regards to human capital and training.


  • Valid driver's license and vehicle insurance.

  • Clearances. State Police/FBI per state regulations; Child Protection.

    Working Conditions

  • Physical Demands. Requires vision, speech, and hearing.

  • Environmental Factors. Normal administrative office environment.

  • Working Hours. Mon- Friday as set by the Program Director.




  • Bachelors or better in Human Services



  • 2 years: Experience developing partnerships with employers with the intent of creating internships or pathways to employment.

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)