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Pressley Ridge Treatment Coordinator/Case Manager ($1500 Hiring Bonus) in Tazewell, Virginia


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)

Pressley Ridge Treatment Foster Care (TFC) - Tazewell, VA has a current opening for a Treatment Coordinator (TC). The TC ensures service-delivery is individualized, appropriate to need, child centered, family focused, culturally competent, strengths based, and goal driven. Be the one to help create lifelong skills and relationships for kids and families in our community going through unique challenges.

Essential Responsibilities

  • Directly supervise all activities of treatment parents related to the treatment and care of TFC youth through regular home visits and phone calls

  • Maintain documentation of in-home and other ongoing training activities

  • Assess each child’s needs in all life domains and develop measurable and objective treatment plan goals

  • Provide ongoing advocacy and support for the child’s educational needs

  • Initiate and coordinate psychiatric, psychological, and other supportive therapeutic services when appropriate.

  • Develop an individual safety plan for each child and assist other staff, in crisis intervention to protect youth, staff, and property when transporting youth, maintain safe driving procedures.

  • Represent agency regarding court involvement of the youth.

  • Link youth and family to appropriate pro-social activities that foster success and healthy development.

  • Work in collaboration with other service providers to develop and implement intervention procedures in the homes working toward achievement of the permanency plan.


  • Valid drivers license and current auto insurance.

  • Clearances. State Police/FBI clearance per state regulation; Child Abuse Registry clearance.

    Working Conditions

  • Physical Demands. Requires vision, speech, and hearing. Position allows employee to move about freely or sit at will when performing job duties. Must be able to meet the demands and complete Therapeutic Crisis Intervention (TCI).

  • Environmental Factors. Indoors Community/Office

  • Working Hours. Non-traditional schedule including weekends and on-call hours. The ideal candidate will be open to the flexible schedule




  • A doctorate or master's degree in social work from a school accredited by the Council on Social Work Education or a student placement in casework services to children and families or one year of experience in providing casework A bachelor's degree in social work or a related field and one year of experience in providing casework services to children and families; or A baccalaureate degree in any field plus two years experience in providing casework services to children and families.

  • 1 year: experience in providing casework services to children.

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)