Behavioral Health and Wellbeing Program Manager

BEHAVIORAL HEALTH AND WELLBEING PROGRAM MANAGER

CLOSES ON MAY 29, 2026 AT 5:00 P.M.

GENERAL POSITION SUMMARY

The Behavioral Health and Well-being Program Manager is a strategic partner in South Metro Fire Rescue’s behavioral health program, promoting the resilience, safety, and wellbeing of SMFR employees. This role cultivates trust, builds strong relationships, and drives a positive organizational culture by transforming attitudes toward behavioral health. The Program Manager collaborates in navigating behavioral health and wellbeing needs and coordinates care with the internal Peer Support Coordinator and Cognitive Performance Coach, and external Employee Assistance Programs and clinicians. In addition, the Behavioral Health and Well-being Program Manager oversees critical incident response systems, program resources and training, and implements initiatives focused on prevention and resiliency, all while maintaining the highest standards of confidentiality, discretion, and trust.

ESSENTIAL DUTIES AND RESPONSIBILITIES (The following statements are illustrative of the duties and responsibilities of the position and do not list every duty that may be required of the employee for this position. The District retains the right to change the duties and responsibilities of the position at any time without notice.)

Behavioral Health Program Development 

Develops, implements, and manages South Metro Fire Rescue’s behavioral health and wellbeing programs; establishes and maintains systems, policies, and protocols aligned with industry best practices and compliant with applicable state, federal, and NFPA standards, including HIPAA and ADA requirements; continuously evaluates and adapts programs to address emerging needs and evolving behavioral health trends within the organization.

Builds trust through respectful communication and partnerships; supports continuous improvements working closely with Peer Support Coordinators, EAPs and external clinicians to ensure a robust, coordinated network of support; demonstrates humility and a collaborative approach by valuing input from others and working within existing systems and practices.

Cultivates an environment where employees feel comfortable seeking guidance, support, and resources related to behavioral health, actively works to reduce stigma surrounding mental health and serves as a change agent in fostering a culture that prioritizes psychological safety, wellbeing, and early support.

Drives mental health initiatives by emphasizing training, prevention, resilience, and early intervention; provides guidance to leadership on behavioral health best practices.

Establishes clinical oversight and behavioral health and well-being system navigation; collaborates with the Peer Support Coordinator to provide clinical consultation and guidance related to peer-to-peer behavioral health programming.

Collects and analyzes data related to behavioral health services, trends, and utilization indicators to identify patterns and emerging needs within the organization; uses data to recommend targeted interventions and improvements to behavioral health programs and initiatives; prepares reports and provides recommendations to leadership and members to support decision making and demonstrate program impact; serves as a resource to leadership and members in navigating complex occupational behavioral health risks and helps integrate practices into organizational policies, training, and daily operations.

Plans, directs, and coordinates work activities of the cognitive performance coach; assigns projects and work assignments; oversees scheduling; reviews and evaluates work performance, methods and procedures; meets with staff to identify and resolve problems.

Resource Partnerships and Navigation

Oversees clinical triage and intervention systems to[CC1.1] support Critical Incident Stress Management (CISM) delivery; provides clinical consultation and support to Peer Support leaders and employees, remaining accessible in person, by phone, or via text to conduct triage, provide crisis intervention, and assess, stabilize, and refer individuals to appropriate behavioral health services when needed.

Provides case management, follow up, and navigation services, but not ongoing therapy, for employees and/or their families, ensuring appropriate care and ongoing support.

Coordinates care between peer support, EAP providers, specialized first responder clinicians, and substance abuse providers; coordinates crisis interventions and referrals. 

Supports on-scene and post-incident behavioral health response following critical or traumatic events; works in coordination with the Peer Support Coordinator and peer support team to ensure timely support for personnel; facilitates or coordinates critical incident debriefings and ensures consistent post-event follow-up, check-ins, and support protocols are implemented and adhered to.

Maintains and expands a local, regional, and national referral network of behavioral health clinicians and resources specializing in trauma-informed care for first responders; assesses employee needs and connects individuals with appropriate resources based on the nature and complexity of the situation; evaluates the quality and effectiveness of available services; contracts with external mental health providers, Employee Assistance Programs (EAPs), and specialized clinicians as needed.

Provides clinical oversight, consultation, and ongoing education to the Peer Support team in collaboration with the Peer Support Coordinator; supports professional development and best practices; ensures alignment between peer-based support and clinical best practices.

Training and Engagement

Develops and delivers behavioral health and resilience training in collaboration with organizational partners for recruit academies, command and officer academies, post-promotion programs, supervisors, executive leadership, and peer support personnel. 

Provides evidence-based education covering trauma exposure, cumulative stress, sleep disruption, moral injury, suicide prevention, stress management, family support, and substance use awareness.

Embodies and champions the behavioral health culture; maintains a consistent, visible presence across stations, training settings, and department facilities through regular wellness checks and worksite visits to encourage awareness and acceptance of behavioral health support. 

May represent SMFR to external organizations, stakeholders and community groups regarding the behavioral health program, including speaking engagements and presentations.

Acts as a behavioral health ambassador for SMFR and collaborates with regional responder networks.

Stays current on emerging best practices and monitors new legislation and research that impact behavioral health and wellbeing in the fire service.

May perform other duties, as assigned.

MINIMUM QUALIFICATIONS

EDUCATION, EXPERIENCE, LICENSES & CERTIFICATIONS (An equivalent combination of education, training, and experience that demonstrates the ability to perform the duties of the position is qualifying.)

Master’s degree in clinical psychology, counseling, social work, mental health counseling, or closely related field is required. 

Colorado professional licensure (LPC or LCSW) or a licensed Psychologist is required. 

Five to ten years of experience in behavioral health and trauma treatment with demonstrated experience building critical incident response protocols, peer support teams, confidentiality frameworks, and training and prevention programs.[CC2.1]

Three to five years of experience in crisis intervention working with first responders or similar high-risk populations is preferred.[CC3.1]

LAC licensure and experience treating addiction or compulsive behaviors is preferred.

Critical Incident Stress Management (CISM) certification within six months of appointment. 

Must obtain CPR certification within one (1) year of hire.

Possess and maintain a valid Colorado Driver’s license with an acceptable driving record in accordance with the SMFR’s Driving Records Policy. 

NECESSARY KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge and cultural competence of fire service culture and associated occupational behavioral health stressors.

Demonstrated expertise in trauma, crisis intervention, substance use, and suicide prevention with the ability to support PST defusing, facilitate debriefings, and provide check ins following potential traumatic events.

Knowledge of and the ability to adhere clinical best practices and the requirements of maintaining professional licensure (LPC or LCSW, or equivalent) status. 

Experience developing and delivering training to adult learners.

Ability to operate effectively in a non-traditional clinical setting.

Ability to deal with stressful situations calmly and effectively.

Skill in making clinical decisions with sound ethical judgement in emergencies and non-emergency situations.

Ability to build trust and credibility across the organization at all levels while demonstrating exceptional active listening skills.

Ability to develop, implement and evaluate behavioral health programs.

Ability to utilize research methods and conduct data analysis.

Ability to use modern office practices, procedures, and technology.

Skill in project management and the ability to manage multiple competing priorities. 

Ability to manage contracts, referral networks, and partnerships with clinicians, EAPs and other providers.

Demonstrated commitment to valuing and respecting diversity with an understanding of how to provide care considering cultural beliefs, customs, and norms.  

Ability to analyze complex operational activities to identify potential mental health risks and recommend mitigation strategies.

Ability to interpret, apply, and explain policies, procedures, laws, and regulations.

Ability to exercise sound independent judgment and protect confidentiality in accordance with HIPPA confidentiality laws.

Establish and maintain effective working relationships with internal and external stakeholders.

Skill in communicating effectively, both orally and in writing.

SUPERVISION RECEIVED

Works under the general direction of the Deputy Chief of Internal Services.

SUPERVISION EXERCISED

Provides direct supervision to the Cognitive Performance Coach; provides clinical oversight and leadership to the Peer Support Coordinator and the peer support team.

EQUIPMENT AND SYSTEMS

Requires frequent use of equipment, including personal computers (including various software packages, databases, and spreadsheet programs), SMFR automobiles, calculators, telephones, facsimile machines, copy machines, printers, and other general office equipment.

PHYSICAL DEMANDS

While performing the duties of this job, the employee is regularly required to perform climbing, balancing, stooping, kneeling, crouching, crawling, reaching, sitting, standing, walking, pushing, pulling, lifting, grasping, feeling, talking, hearing, seeing and repetitive motions,  Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects.

Specific vision abilities required by this job include close and distance vision acuity and the ability to adjust his or her focus, allowing a broad field of vision.

WORK ENVIRONMENT

While performing the duties of this job, the employee primarily works in a climate-controlled office environment. The work environment may also include work in the field, traveling to district fire stations or offsite meeting locations, as needed.

The noise level in the work environment is usually moderate.

BENEFITS

South Metro Fire Rescue’s compensation philosophy is designed to attract and retain highly skilled and motivated employees. As such, SMFR’s compensation is more than base pay. All regular full-time SMFR employees enjoy a total compensation package including base wages, leave accruals, medical, dental, vision and life insurance employer-paid premiums, Retiree Health Savings, Death & Disability, and employer-paid pension contributions as well as positive work culture including a robust Fitness, Wellness and Rehabilitation Program, educational opportunities and support, job security and other positive non-monetary values which are intended to collectively position SMFR as an employer of choice in its geographic area. SMFR recognizes that being an employer of choice has different meanings to different people depending on what elements a person highly values. But SMFR's overall goal is to be a great place to work.