EAP Care Manager Level 2

Health Advocate has been helping Americans navigate the complexity of the healthcare system for over 19 years. Our employees are the heart of our business. Our Personal Health Advocates are compassionate experts who are always there when needed most. Our company is headed by industry leaders who bring years of experience helping people navigate the healthcare system. Come join our team! Why is Health Advocate a great place to work? For starters, Health Advocate employees enjoy helping people every single day. Employees are given the training they need to do their jobs well, and they work with supervisors and staff who are supportive and friendly. Employees have room to grow, and many of Health Advocate's supervisors are promoted from within the company. Flexible schedule Essential Job Functions Receive and respond to intake calls Explains role of EAP and confidentiality Obtains and records intake case information in Care Management System Assess crisis situation and take appropriate action Provides referral services to EAP clients Provides information and schedules clients requesting phone services Provides members with appropriate referral based on clinical needs, provider expertise, location, insurance coverage and affordability Facilitates referral process and contacts service providers or subcontracted EAP affiliates Follow up with client and/or service provider /affiliate as required per Standard Operating Procedure Documents all contacts with clients and pertinent others accurately, completely and concisely Facilitates connection or referral to other available services such as legal/financial consultation, work-life resources, or other solutions that may be available to Health Advocate members Provide other Employee Assistance services as assigned including case management of special needs, high risk and company –initiated referrals Provide telephonic services including assessment, crisis-intervention, consultation with Human Resources or other client company leadership, and brief support to members Collaborates with Care Managers and others to ensure compliance with SOP, to provide excellent member service and experience, and to support professional operations and environment within the EA division Participate in regular supervision and consultation as needed/appropriate to any case Develop and maintain familiarity with Health Advocate EAP Standard Operating Procedures as demonstrated by the delivery of service and performance of duties Maintain reliable attendance and timely arrival being ready to work as scheduled Maintain licenses in good standing, and related credentials if applicable Miscellaneous duties as assigned by Director or Executive management Requirements Master’s degree in behavioral health discipline required (social work, counseling, or related human service field) required License Preferred (LPC or LSW). Minimum three years graduate level experience, providing direct service in behavioral health setting including assessment and case management A combination of graduate and bachelor’s level experience including behavioral healthcare utilization-review, Employee Assistance or similar call center work, or direct service in a community treatment or recovery center will be considered Desirable, not required: CEAP, CADC, NBCC Job Type: Full-time Health Advocate is an Equal Opportunity Employer that does not discriminate on the basis of race, color, sex, age, religion, national origin, citizenship status, military service and veteran status, physical or mental disability, or any other factor not related to job requirements. We respect and value diversity, and are committed to the principles of Equal Employment Opportunity. VEVRAA Federal Contractor requesting appropriate employment service delivery systems, such as state workforce agencies and local employment delivery systems, to provide priority referrals of protected veterans. PAY TRANSPARENCY NONDISCRIMINATION PROVISION 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-I.35(c)