Workforce Development, Training & Transitional Support Coordinator

Position Summary

The Workforce Development, Training & Transitional Support Coordinator is a cross-functional position responsible for strengthening the development, preparedness, and ongoing support of Houston Strong Children’s Services’ interns, employees, case management team, foster families, and youth transitioning toward independence.

This position serves as a bridge between workforce development, training, internship coordination, program support, and transitional services. The Coordinator helps ensure that individuals connected to Houston Strong have access to the orientation, training, resources, coaching, and ongoing support needed to successfully perform their roles and achieve their goals.

The Coordinator will play a key role in the agency’s FutureForce Internship Program, employee onboarding and professional development, foster parent training and support, case management team support, and workforce-readiness and life-skills programming for youth in Supervised Independent Living (SIL) and extended care.

This is a highly collaborative role requiring strong organization, communication, relationship-building, training, and follow-through.

Key Responsibilities

1. Workforce Development & Employee Onboarding

• Coordinate the onboarding experience for new employees in collaboration with leadership, supervisors, HR, and other appropriate departments.
• Assist with new-hire orientation schedules, onboarding checklists, training requirements, introductions, and agency resources.
• Help ensure new employees understand Houston Strong’s mission, programs, organizational structure, policies, expectations, and available resources.
• Maintain onboarding and workforce-development trackers and follow up on outstanding requirements.
• Coordinate 30-, 60-, and 90-day employee support activities and check-ins as directed by leadership.
• Identify common areas where new and existing employees may benefit from additional training or resources.
• Assist leadership in developing professional-development opportunities that strengthen employee skills and promote retention.
• Support the development of career pathways and professional-growth opportunities within the agency.

2. Training Coordination & Development

• Coordinate agency training activities for staff, interns, foster families, and other applicable participants.
• Maintain the agency training calendar and communicate upcoming training opportunities.
• Schedule trainings, distribute materials, coordinate attendance, and maintain completion records.
• Assist with developing presentations, training materials, handouts, guides, checklists, and other learning resources.
• Coordinate internal and external trainers as assigned.
• Track required and supplemental training and provide reminders regarding outstanding requirements.
• Work with supervisors and leadership to identify recurring training needs and opportunities for professional development.
• Assist with evaluating training effectiveness through participant feedback, follow-up, and identified performance needs.
• Support the development of an organized agency training library and resource center.
• Help create an environment of continuous learning across the organization.

3. FutureForce Internship Program Support

Serve as a primary operational support resource for Houston Strong’s FutureForce Internship Program.

• Coordinate intern onboarding and orientation.
• Introduce interns to agency departments, programs, policies, systems, and expectations.
• Maintain intern onboarding checklists, schedules, training records, and program documentation.
• Coordinate intern schedules, departmental assignments, mentors, and learning opportunities.
• Maintain communication with interns regarding program expectations, deadlines, training, and agency activities.
• Conduct routine intern check-ins and identify areas where additional support may be needed.
• Help interns understand professional expectations, workplace communication, time management, documentation, and organizational practices.
• Coordinate professional-development workshops and career-readiness activities for interns.
• Assist supervisors and mentors with internship resources and tools.
• Help coordinate university field-placement requirements in collaboration with agency leadership and designated field supervisors.
• Track internship hours, evaluations, required documentation, and completion milestones as assigned.
• Support intern-to-employment pathways by identifying interns demonstrating readiness for future agency opportunities.
• Assist interns with professional portfolios, resumes, interview preparation, and career-development goals.
• Support the continued development and improvement of the FutureForce Internship Program.

The Coordinator provides program and developmental support and does not replace required clinical supervision, field instruction, or licensed supervision when those functions are required by a university, contract, regulation, or professional standard.

4. Case Management Team Support

• Assist with onboarding newly hired case managers and case management support staff.
• Coordinate case management orientation and training schedules.
• Develop and maintain case management training resources, guides, checklists, and reference materials in collaboration with program leadership.
• Provide ongoing administrative and workflow support to case managers as assigned.
• Help staff navigate agency processes, forms, resources, and internal systems.
• Coordinate refresher trainings when recurring areas of need are identified.
• Assist supervisors with tracking completion of required case management training.
• Help organize case-management team meetings, learning sessions, and professional-development activities.
• Assist with identifying community resources that case managers can utilize when supporting children and families.
• Support staff in strengthening professional communication, organization, time management, and task-management practices.
• Identify recurring questions, workflow barriers, or training needs and communicate them to appropriate leadership.

This position does not replace the Case Manager Supervisor or other designated supervisory positions and does not independently make clinical, placement, disciplinary, or case-management decisions outside the position’s authorized scope.

5. Foster Family Training & Support

• Assist with coordinating foster parent pre-service and ongoing training.
• Maintain foster family training calendars and communicate upcoming training opportunities.
• Coordinate training registration, attendance, materials, and completion documentation.
• Assist with foster parent orientation and help families understand available agency resources and support systems.
• Coordinate refresher and supplemental training based on identified family and program needs.
• Work collaboratively with Home Development, Case Management, Treatment, and Program leadership to identify foster-family training needs.
• Assist with coordinating training related to trauma-informed care, behavior management, child development, permanency, caregiver support, and other agency-approved topics.
• Help connect foster families with community resources, educational opportunities, and support services.
• Conduct appropriate follow-up after training to identify additional questions or support needs.
• Assist with developing foster-parent resource guides, training materials, FAQs, and other educational resources.
• Help create opportunities for foster families to provide feedback regarding training and support needs.

The Coordinator will not provide clinical advice or make decisions requiring professional licensure unless appropriately qualified and authorized.

6. Transitional Youth & Workforce Readiness Support

• Assist youth with individualized goals related to education, employment, housing, financial literacy, wellness, and independent living.
• Facilitate life-skills and workforce-readiness workshops.
• Provide coaching related to resumes, interviewing, workplace expectations, communication, budgeting, time management, and self-advocacy.
• Help youth identify employment, internship, educational, vocational, and career-development opportunities.
• Connect youth with appropriate community resources and service providers.
• Coordinate career panels, employer presentations, job-readiness events, and other workforce-development activities.
• Develop partnerships with employers, colleges, universities, trade programs, workforce organizations, and community partners.
• Help youth build the practical skills and professional networks necessary for successful transitions into adulthood.
• Encourage youth voice, leadership, self-determination, and goal setting.

7. Training Records, Tracking & Documentation

• Maintain organized records of trainings, attendance, onboarding activities, intern requirements, and assigned workforce-development activities.
• Maintain applicable training and program trackers.
• Ensure documentation is completed accurately and submitted within required timelines.
• Follow up with staff, interns, or foster families regarding outstanding training documentation.
• Assist leadership with preparing training and workforce-development information for audits, monitoring, program reviews, and other reporting needs.
• Protect confidential employee, intern, foster family, and youth information.
• Follow all agency policies regarding records management, confidentiality, and information sharing.

8. Program Development & Continuous Improvement

• Identify opportunities to strengthen onboarding, training, internship programming, staff development, foster-family education, and transitional services.
• Gather feedback from interns, employees, supervisors, foster families, and program participants.
• Recommend improvements to training resources, orientation processes, and support systems.
• Assist with developing standard operating procedures, guides, templates, training materials, and program resources.
• Track participation and outcomes to help leadership evaluate program effectiveness.
• Support special workforce-development, training, internship, and organizational-development projects assigned by leadership.

9. Community Partnerships & Engagement

• Build and maintain relationships with universities, colleges, employers, workforce organizations, community organizations, training providers, and other partners.
• Assist with identifying internship and employment opportunities for youth and program participants.
• Support university partnerships connected to FutureForce.
• Represent Houston Strong at approved community events, career fairs, workforce-development events, and educational activities.
• Identify external training and professional-development opportunities for staff, interns, foster families, and youth.
• Support collaborative initiatives that strengthen Houston Strong’s workforce and community impact.

Qualifications

Education

• Bachelor’s degree in Social Work, Human Services, Education, Business Administration, Organizational Leadership, Human Resources, Psychology, or a related field preferred.
• Relevant combination of education and professional experience may be considered based on agency requirements.

Experience

• Preferred experience in one or more of the following: training or employee development; internship coordination; staff onboarding; social services; child welfare; case management support; workforce development; youth development; office or program coordination; foster care/adoption services; or administrative/project management.
• Experience working with interns, employees, youth, foster families, or social-service professionals is highly desirable.

Knowledge, Skills & Abilities

• Strong organizational and task-management skills.
• Excellent written and verbal communication.
• Ability to facilitate orientations, trainings, and group discussions.
• Strong interpersonal and relationship-building skills.
• Ability to work effectively with interns, professionals, foster families, and youth.
• Ability to manage multiple projects, deadlines, and follow-up responsibilities.
• Strong documentation and record-management skills.
• Professional discretion and ability to maintain confidentiality.
• Understanding of trauma-informed and culturally responsive practices.
• Ability to create engaging training and educational materials.
• Proficiency with Microsoft Office, Google Workspace, virtual meeting platforms, and organizational tracking systems.
• Ability to learn agency systems and communicate processes clearly to others.
• Ability to recognize when a concern should be escalated to a supervisor, HR, clinical professional, compliance personnel, or executive leadership.

Core Competencies

Training & Facilitation — Able to communicate information clearly and create engaging learning experiences.

Organization & Follow-Through — Maintains strong systems for tracking assignments, training, documentation, and deadlines.

Relationship Building — Develops positive professional relationships with employees, interns, foster families, youth, and community partners.

Coaching & Development — Encourages growth while helping individuals identify resources, skills, and next steps.

Communication — Communicates professionally, clearly, and respectfully across departments and stakeholder groups.

Initiative — Identifies needs and takes appropriate action while understanding when leadership approval is required.

Confidentiality — Protects sensitive information and maintains appropriate professional boundaries.

Adaptability — Works effectively across multiple programs and adjusts priorities based on agency needs.

Position Boundaries

Because this position works across several areas of the organization, clear role boundaries are essential. The Coordinator may coordinate, facilitate, track, educate, coach, and provide operational support. However, unless separately qualified and formally authorized, the Coordinator does not independently:

• Make clinical or treatment decisions.
• Provide clinical supervision.
• Serve as the formal supervisor of case managers.
• Conduct employee disciplinary investigations or make disciplinary decisions.
• Make foster home licensing or verification decisions.
• Make placement or removal decisions.
• Interpret regulatory requirements on behalf of the agency without appropriate leadership/compliance review.
• Perform responsibilities that require a professional license or credential the employee does not possess.

Concerns outside the Coordinator’s scope should be escalated to the appropriate supervisor, HR representative, Treatment Director, Compliance/CQI personnel, Program Director, or executive leadership.

Performance Expectations

• Timeliness and quality of employee and intern onboarding support.
• Training coordination and completion.
• Intern engagement and program participation.
• Responsiveness to staff and case management support needs.
• Foster family training participation and follow-up.
• Accuracy and organization of training records.
• Workforce-development and youth engagement activities.
• Completion of assigned projects and follow-up responsibilities.
• Participant and supervisor feedback.
• Quality of communication and collaboration.
• Development of useful training and workforce resources.
• Contribution to continuous program improvement.

Work Environment

• Hybrid flexibility may be available based on agency needs.
• Regular interaction with employees, interns, foster families, youth, and community partners is expected.
• Local travel may be required for trainings, meetings, events, and community partnerships.
• Some evening or weekend training or events may occasionally be required.
• The position requires flexibility to work across multiple agency departments and programs.

Additional Requirements

• Valid Texas Driver’s License and reliable transportation, when travel is required.
• Current auto insurance when using a personal vehicle for agency business.
• Successful completion of required background checks and agency screening requirements.
• Completion of all required Houston Strong orientation and training.
• Ability to maintain confidentiality and comply with agency policies and applicable standards.

Houston Strong’s Vision for This Role

The Workforce Development, Training & Transitional Support Coordinator should become a central resource for developing people across Houston Strong.

Whether welcoming a new intern into FutureForce, helping a new case manager understand agency processes, coordinating continuing education for foster parents, supporting staff development, or helping a young person prepare for employment and independent adulthood, the purpose remains consistent:

Equip people with the knowledge, resources, skills, and support they need to succeed.

The position connects Houston Strong’s investment in its people with its commitment to the children, youth, and families it serves.