We’re HealthCorps – a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps’ Learning & Development Specialist, you’ll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You’ll coach mentors to be confident, skilled facilitators of the curriculum. You’ll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You’ll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You’ll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

Requirements

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need

Qualifications

• Bachelor’s degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn’t working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that’s both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors

Benefits

Additional Position Details

This is a full-time, salariedposition of$50,000-$55,000and you will be offered a comprehensive benefits package. Yearly compensation for the role depends ona number offactors, including a candidate’s qualifications, skills, competencies,experience,and location.

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA,Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That’s why full-time employees enjoy acomprehensive benefits packagedesigned to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO)to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insuranceto keep you and your family healthy
• Life Insurancecoverage for added peace of mind
• A401(k) with company matchto help you plan for the future
• Additionalancillary benefitstailored to fit your lifestyle and needs

Plus, HealthCorps proudlyrecognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer.HealthCorpsprovidesequal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements.

HealthCorps,Inc.complies withapplicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upona clearanceof a background investigation and/or reference check.

Note:HealthCorpsreserves the right to assignadditionalduties, as needed. AllHealthCorpsemployees are encouraged to be flexible and responsive to changes in scope of duties.

We’re HealthCorps – a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps’ Learning & Development Specialist, you’ll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You’ll coach mentors to be confident, skilled facilitators of the curriculum. You’ll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You’ll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You’ll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

Requirements

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need

Qualifications

• Bachelor’s degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn’t working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that’s both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors

Benefits

Additional Position Details

This is a full-time, salariedposition of$50,000-$55,000and you will be offered a comprehensive benefits package. Yearly compensation for the role depends ona number offactors, including a candidate’s qualifications, skills, competencies,experience,and location.

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA,Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That’s why full-time employees enjoy acomprehensive benefits packagedesigned to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO)to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insuranceto keep you and your family healthy
• Life Insurancecoverage for added peace of mind
• A401(k) with company matchto help you plan for the future
• Additionalancillary benefitstailored to fit your lifestyle and needs

Plus, HealthCorps proudlyrecognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer.HealthCorpsprovidesequal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements.

HealthCorps,Inc.complies withapplicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upona clearanceof a background investigation and/or reference check.

Note:HealthCorpsreserves the right to assignadditionalduties, as needed. AllHealthCorpsemployees are encouraged to be flexible and responsive to changes in scope of duties.

We’re HealthCorps – a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps’ Learning & Development Specialist, you’ll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You’ll coach mentors to be confident, skilled facilitators of the curriculum. You’ll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You’ll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You’ll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

Requirements

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need

Qualifications

• Bachelor’s degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn’t working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that’s both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors

Benefits

Additional Position Details

This is a full-time, salariedposition of$50,000-$55,000and you will be offered a comprehensive benefits package. Yearly compensation for the role depends ona number offactors, including a candidate’s qualifications, skills, competencies,experience,and location.

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA,Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That’s why full-time employees enjoy acomprehensive benefits packagedesigned to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO)to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insuranceto keep you and your family healthy
• Life Insurancecoverage for added peace of mind
• A401(k) with company matchto help you plan for the future
• Additionalancillary benefitstailored to fit your lifestyle and needs

Plus, HealthCorps proudlyrecognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer.HealthCorpsprovidesequal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements.

HealthCorps,Inc.complies withapplicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upona clearanceof a background investigation and/or reference check.

Note:HealthCorpsreserves the right to assignadditionalduties, as needed. AllHealthCorpsemployees are encouraged to be flexible and responsive to changes in scope of duties.

We’re HealthCorps – a national non-profit organization committed to improving lives by addressing health challenges in communities through programming that includes innovative and engaging experiences for teens in education, leadership, and service learning. At the heart of our model in near-peer mentorship: we partner with local colleges and universities to deploy college-age mentors into schools, where they connect with students in a way that few others can, as relatable role models who inspire teens to become change agents within their families, schools and neighborhoods. Our program is grounded in the understanding that limited access to health education can lead to a lifetime of social, emotional, and physical challenges.

Our values drive the work we do here at HealthCorps. We are mission-obsessed, have an entrepreneurial mindset, value that our people are our power, know that teamwork makes the dream work, and believe that there is empowerment in influencing change, both within our teams as well as the communities we serve.

Where You Fit In

HealthCorps reaches tens of thousands of students every year, learning about nutrition, mental health, and fitness from our college mentors. This new role is the connective tissue between curriculum design and program delivery ensuring what we build lands with the mentors who deliver it and the students they serve.

Our curriculum team builds great health education content, and our college mentors, supported by their Regional Manager, bring it to life with students. As HealthCorps’ Learning & Development Specialist, you’ll own the mentor training and development experience and collaborate across departments to keep it best-in-class. You’ll coach mentors to be confident, skilled facilitators of the curriculum. You’ll also build their fluency in the program administration that surrounds it: activity logs, proof of programming, photos and stories, and site communication. You’ll partner with our curriculum team to pressure-test activities before they hit the field, so what we ask mentors to deliver is realistic given the time, setting, and training they have. Mentors work across both classroom and club-based settings with middle and high school students, each with their own dynamics and engagement levels, and our training needs to account for all of it.

This role is also a professional development engine for our mentors, many of whom are pre-health students heading into careers in medicine, public health, and healthcare. The coaching and training you provide will shape not just their time at HealthCorps, but how they show up as future healthcare professionals.

You’ll report to the Manager of Mentor Experience and partner closely with our curriculum, program, and evaluation teams.

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need.

Requirements

What You’ll Do

Drive Mentor Training & Development

• Design and deliver onboarding that prepares mentors for the range of settings they’ll work in how to run a great session, engage students across various ages, and handle the unexpected across both larger classroom environments and smaller club settings.
• Build ongoing professional development that supports mentors’ ability to deliver the program with growing ease and mastery including office hours, live monthly sessions, and coaching check-ins.
• Develop practical, mentor-ready resources (videos, how-to guides, templates, quick-reference sheets) built for how mentors work.

Partner with Curriculum and Program Teams

• Review new lesson plans and activities before rollout: Is this clear? Will mentors have the right supplies? Does it fit a 60-minute period?
• Provide feedback that helps the curriculum team design for real-world implementation.
• Translate curriculum into mentor-ready training: turn the lesson plan into the “here’s how you actually run this” version.
• Partner with Regional Program Managers who directly supervise mentors. You provide the training tools; they provide local support and accountability.
• Work with the data team to understand what’s working and what’s not: which activities are mentors struggling with? Where do fidelity scores dip?

Reach College-Aged Mentors Where They Are

• Design training that fits how college students consume content: short videos, push notifications, text-based tips, interactive modules.
• Experiment with new formats, from a mentor training podcast to a quick-tip video series to LMS modules.
• Stay current on what motivates and engages this generation of mentors; what worked five years ago doesn’t necessarily work now.

Get Out in the Field

• Spend roughly 10-15% of your time observing mentors, talking with them about their experience, and using what you learn to make training more practical, more useful, and more responsive to what they actually need

Qualifications

• Bachelor’s degree in a related field or equivalent experience, plus 3+ years of hands-on experience in education, instructional design, curriculum development, youth development, training and coaching, public health or related field.
• Familiarity with instructional design frameworks and the ability to apply them to real-world, time-constrained training contexts.
• Demonstrated ability to work with young adults, particularly college students, and meet them where they are.
• Experience working across varied learning environments or age groups is a plus.
• Tech-savvy: comfortable with learning management systems (LearnUpon experience a plus), able to create and edit video, familiar with design tools such as Canva, and quick to pick up new platforms.
• Ability to travel nationally as needed (estimated 10-15% of travel).

Skillset

• Passion for youth development, health education, or addressing health disparities in community settings.
• Creative problem-solver: when something isn’t working, you generate options, not just observations.
• Apply instructional design principles practically: you understand how adults and young adults learn.
• Strong facilitation skills, with the ability to lead live training, host office hours, and keep people engaged (including over Zoom/Teams).
• Skilled at giving feedback that’s both honest and supportive; able to coach someone to improve without crushing their confidence.
• Collaborative communicator who manages up and out effectively; knows when to check in, when to loop people in, and when to make the call.
• Thrives in build-from-scratch environments; energized rather than stressed by ambiguity.
• Growth mindset; model learning and adaptability for the mentors you train.

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Ability to travel nationally as needed (estimated 10-15% of travel).
• Must be able to lift up to 15 pounds at times.

Success in This Role Looks Like

• Mentors feel confident, prepared, and supported as facilitators.
• Curriculum rollouts are smooth because mentors know how to implement new content.
• Program fidelity scores improve because facilitators are better trained and better supported.
• Mentor retention rises because people feel set up for success.
• The curriculum team has a trusted thought partner who helps them design implementation, not just ideation.
• Regional Program Managers have high-quality training resources they can point mentors

Benefits

Additional Position Details

This is a full-time, salariedposition of$50,000-$55,000and you will be offered a comprehensive benefits package. Yearly compensation for the role depends ona number offactors, including a candidate’s qualifications, skills, competencies,experience,and location.

Because we operate across multiple states, compensation is aligned with applicable federal, state, and local requirements, including salary thresholds where applicable. Slight preference given to candidates that live in one of our hub areas: Philadelphia, PA, Pittsburgh, PA,Phoenix, AZ, Tucson, AZ, Flagstaff, AZ, Houston, TX

This is a remote position, though occasional evening hours and some overnight travel throughout the year may be required.

Benefits

At HealthCorps, we believe our team members are our greatest asset. That’s why full-time employees enjoy acomprehensive benefits packagedesigned to support your health, financial security, and overall well-being. Our offerings include:

• Generous Paid Time Off (PTO)to relax, recharge, and take care of what matters most
• Medical, Dental & Vision Insuranceto keep you and your family healthy
• Life Insurancecoverage for added peace of mind
• A401(k) with company matchto help you plan for the future
• Additionalancillary benefitstailored to fit your lifestyle and needs

Plus, HealthCorps proudlyrecognizes and observes most federal holidays, giving you even more opportunities to rest and connect outside of work.

HealthCorps, Inc. is an Equal Opportunity Employer.HealthCorpsprovidesequal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics, and in compliance with all state and federal law requirements.

HealthCorps,Inc.complies withapplicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

HealthCorps, Inc. reserves the right to conduct background investigations and/or reference checks on all its potential employees. Your job offer is contingent upona clearanceof a background investigation and/or reference check.

Note:HealthCorpsreserves the right to assignadditionalduties, as needed. AllHealthCorpsemployees are encouraged to be flexible and responsive to changes in scope of duties.

dsfgsdf

Skills Required

dfgdsfg

dfgdsfg

About Hospital

rty

Orquest was born from a conviction: in retail, every interaction counts. A fundamental part of the in-store experience is people both customers and employees and our software is created precisely to synchronize both. We put AI and machine learning at the service of stores so they always have the right employee, in the right place, at the right time.

Our team is growing and we’re looking for a Customer Success Manager (CSM) to help drive software adoption, maximize value, and ensure long-term satisfaction for our clients.

How you’ll make a difference

• Own your client portfolio and be accountable for their health, adoption, and value delivery.

• Protect and increase revenue by providing valuable insights to customers through data, offering improvement recommendations that help them improve & succeed.
• Run structured value sessions presenting KPI progress, identifying improvement opportunities, and recommending concrete actions.
• Monitor usage, actions, progress and customer health proactively; escalate and act before problems grow.
• Lead Strategic Business Reviews tied to each customer’s objectives and drive renewal and upsell conversations.
• Coordinate internally with Sales, Product, Enablement, Implementation, and Support to unblock issues and relay customer feedback.
• Keep CRM and customer records accurate and up to date.
• Be product and business savvy, ensuring to tailor the customer experience to meet their business needs with Orquest.

What we are looking for

• Senior: 4+ years as a Customer Success Manager, Account Manager, or similar role in B2B SaaS environments (experience in Retail or Workforce Management is a huge plus).
• Proven track record of driving software adoption, customer retention, and account growth.
• Strong analytical skills you’re comfortable working with data, building reports, and translating numbers into decisions. Knowledge of Excel and Power BI are necessary.
• Excellent communication and storytelling skills, with the ability to influence and engage both operational store managers and C-level executives.
• An empathy-driven approach combined with sharp problem-solving skills to navigate complex customer situations.
• Ability to manage a diverse portfolio of clients simultaneously and prioritize effectively in a fast-paced environment.
• Experience with CRM tools (HubSpot, Vitally)
• Advanced English level (C1). French is a very strong plus.

What we offer

A key role in a fast-growing international SaaS company A diverse, global team and collaborative culture Real ownership and autonomy to drive impact Beyond the Salary:

• Comprehensive Medical Insurance.
• OpenUp platform for your mental well-being.
• Cobee for flexible compensation (meals, transport, etc.).
• Language classes to keep you growing.
• A flexible work model

Wer ist empact?

building tomorrow. Das treibt uns an.empact baut den dezentralen Energieversorger fr den Gebudesektor und bereitet damit den Weg in eine klimaneutrale und lebenswerte Zukunft. Fr dieses Vorhaben suchen wir engagierte Persnlichkeiten, die gemeinsam mit uns an der Schnittstelle zwischen Energie und Gebude etwas verndern wollen und bereit sind, Verantwortung zu bernehmen.

Deine Aufgaben

• Du gestaltest das Kundenerlebnis rund um unsere Energieprojekte und sorgst dafr, dass unsere Kundvom ersten Kontakt bis zum laufenden Betrieb professionell, transparent und serviceorientiert begleitet werden.
• Du betreust Bewohner, Mieter, Gewerbekunden und Hausverwaltungen und bist ihre zentrale Ansprechperson fr alle Fragen rund um unsere Produkte und Dienstleistungen.
• Du sorgst fr ein strukturiertes Onboarding neuer Kunden, vermittelst unsere Produktwelt verstndlich und schaffst die Grundlage fr eine langfristige und vertrauensvolle Zusammenarbeit.
• Du bearbeitest Anfragen ber unsere digitalen Kanle sowie telefonisch, findest pragmatische Lsungen und stellst eine schnelle und verlssliche Kommunikation sicher.
• Du pflegst Kunden- und Stammdaten in unseren modernen Systemen und untersttzt aktiv die Weiterentwicklung unserer Service-, Software- und Prozesslandschaft.
• Du arbeitest eng mit den Teams aus Asset Management, Projektentwicklung, Finance und technischem Betrieb zusammen und trgst dazu bei, unsere Customer Experience kontinuierlich weiterzuentwickeln.

Dein Profil

• Du hast eine kaufmnnische Ausbildung, ein betriebswirtschaftliches Studium oder eine vergleichbare Qualifikation erfolgreich abgeschlossen.
• Du verfgst bereits ber Erfahrung im Kundenservice, Customer Success oder in einer vergleichbaren kundenorientierten Rolle und hast Freude daran, Menschen zu begeistern.
• Du kommunizierst klar, empathisch und lsungsorientiert und behltst auch in anspruchsvollen Situationen einen khlen Kopf.
• Du arbeitest strukturiert, sorgfltig und mit einem hohen Qualittsanspruch und verlierst auch bei mehreren Themen parallel nicht den berblick.
• Du interessierst Dich fr Energie-, Immobilien- oder Nachhaltigkeitsthemen und mchtest die Energiewende aktiv mitgestalten.
• Idealerweise bringst Du bereits erste Berhrungspunkte mit der Energieversorgung, der Immobilienwirtschaft oder kaufmnnischen Prozessen mit.

Warum empact?

• Flexible Arbeitsgestaltung, wie sie zu Dir passt:Bestimme selbst, wo Du am besten arbeitest remote, unterwegs oder von einem unserer Standorte. Plane Deine Arbeitszeit nach Projekterfordernissen und gestaltest Deinen Arbeitstag so, dass er optimal zu Dir und Deinen Aufgaben passt.
• Perfekte Lage an unseren Standorten: Ob in Kln direkt am Dom, in Berlin am Sdkreuz oder in Mnchen an der Isar unsere Bros bieten Dir eine gut angebundene und attraktive Arbeitsumgebung.
• Verantwortung mit echtem Impact: Du bernimmst die Verantwortung fr Deine Projekte, triffst eigenstndig Entscheidungen und gestaltest Ablufe und Prozesse aktiv mit.
• Gezielte Weiterentwicklung: Wir frdern Deine Entwicklung mit individuellen Weiterbildungen, Mglichkeiten zur fachlichen Spezialisierung und Entwicklungsmglichkeiten.
• Teamwork, das verbindet: Auch wenn Du remote arbeitest, bist Du Teil eines starken Teams. Regelmige Teamtreffen, Projekt-Reviews und standortbergreifender Austausch sorgen dafr, dass Wissen geteilt wird.
• Sicherheit & spannende Projekte: Unbefristetes Arbeitsverhltnis, 30 Tage Urlaub und abwechslungsreiche Projekte, bei denen Dein Beitrag sichtbar Wirkung zeigt.
• Und natrlich starke Zusatzbenefits: Profitiere von Urban Sports oder Wellpass, dem Deutschlandticket, Bikeleasing und weiteren Vorteilen, die Deinen Arbeitsalltag angenehmer machen.

Kontaktinformation

Wir freuen uns auf Deine Bewerbung.Auch bei Fragen stehen wir Dir jederzeit gerne unterpeople@empact.energyzur Verfgung.

Bei empact zhlt, wer Du bist und was Du bewegen mchtest: Wir begren Bewerbungen von Menschen mit unterschiedlichen Hintergrnden, Perspektiven und Lebensrealitten. Denn Vielfalt macht uns strker und ist fr uns ein zentraler Bestandteil auf dem Weg zu einer nachhaltigen Zukunft.

Overview

At Credence, we support our clients mission-critical needs, powered by technology. We provide cutting-edge solutions, including AI/ML, enterprise modernization, and advanced intelligence capabilities, to the largest defense and health federal organizations. Through partnership and trust, we increase mission success for war-fighters and secure our nation for a better future.

We are privately held, are repeatedly recognized as a top place to work, and have been on the Inc. 5000 Fastest Growing Private Companies list for the last 12 years. We practiceservant leadership and believe that by focusing on the success of our clients, team members, and partners, we all achieve greater success.

Credence has an immediate need for an experienced Part-time Administrative Assistant who will be primarily responsible for supporting AFLCMC/EN at Wright Patterson Air Force Base, OH.

The Engineering Directorate (AFLCMC/EN-EZ) has the collective AFMC mission responsibility for preeminent engineering expertise to acquire and support war-winning capabilities. In order to meet current and projected workload requirements in support of AFLCMC/EN-EZ, the Government must augment its organic (military and civil service) capabilities with Advisory and Assistance Services (A&AS) support.

AFLCMC/EN-EZ is headquartered at Wright-Patterson Air Force Base (WPAFB) OH with major units located at Eglin Air Force Base (AFB) FL, and Hanscom AFB, (HAFB) MA, as well as additional locations across the United States (US). The Engineering Directorate is currently organized into the following divisions.

Responsibilities include, but are not limited to the duties listed below

• Develop and review Statements of Work (SOW), Performance Work Statements (PWS), and project documentation.
• Prepare and review engineering designs, cost estimates, schedules, and technical analyses.
• Support facility modernization, renovation, and construction efforts.
• Perform technical reviews of contractor submittals, RFIs, and change requests.
• Support project management planning and execution.
• Participate in project meetings, design reviews, site visits, and quality assurance activities.
• Coordinate with government personnel, contractors, and stakeholders.

• Clearance: Secret
• Bachelor’s degree in Civil Engineering, Mechanical Engineering, or related field
• Minimum 3 years of relevant experience
• Experience with facilities, infrastructure, or construction projects
• Familiarity with AutoCAD, Primavera, and RSMeans preferred

Health Care Plan (Medical, Dental & Vision)

• Retirement Plan (401k, IRA)
• Life Insurance (Basic, Voluntary & AD&D)
• Paid Time Off (Vacation, Sick & Public Holidays)
• Family Leave (Maternity, Paternity)
• Short Term & Long Term Disability
• Training & Development

Please join us, as together we build a better world one mission at a time powered by Technology and its People!

Position: Digital Marketing Manager

Salary: $1,800 – $2,500 AUD a month

Working Hours & Conditions: Australian Hours

Holidays: Public holidays in AU

Role Overview

We are looking for a proactive and organised Digital Marketing & Administrative Managerto take ownership of the companys digital marketing activities while also providing general administrative support across the business.

This role is ideal for someone who enjoys a combination of creative marketing, lead generation, customer engagement, and operational administration. The successful candidate will play a key role in helping the business grow its online presence while ensuring administrative processes remain efficient and organised.

Key Responsibilities

Digital Marketing Management (Primary Focus)

• Manage and grow the companys social media presence across relevant platforms
• Develop and maintain a consistent content calendar and posting schedule
• Plan, create, and optimise both organic and paid social media campaigns
• Monitor campaign performance and provide recommendations for improvement
• Ensure all advertising activities remain transparent and accessible to business owners

Lead Generation & CRM Management

• Manage and maintain CRM records and customer databases
• Support lead generation campaigns across social media and digital channels
• Track enquiries, leads, and customer interactions through the sales pipeline
• Assist with follow-up activities and lead nurturing processes via email CRM
• Generate reports on lead activity and marketing performance

Website Management

• Update website content, images, project portfolios, and service information
• Ensure website information remains accurate and current
• Support SEO and website optimisation initiatives where required
• Coordinate website improvements with external providers if necessary

Graphic Design & Advertising

• Create graphics, promotional materials, and digital marketing assets
• Design and manage social media advertisements and campaign creatives
• Maintain brand consistency across all marketing channels
• Assist with promotional campaigns, brochures, and sales materials

Administrative Support

• Perform general administrative tasks to support day-to-day business operations
• Data entry and maintenance of company records and databases
• Assist with document preparation, filing, and organisation
• Support scheduling, customer communications, and operational administration
• Help maintain accurate and organised business systems

Tools & Systems

• Facebook & Instagram
• Meta Ads Manager
• CRM systems (TBC)
• Website CMS platforms
• Canva or similar design tools
• Microsoft Office / Google Workspace

• Proven experience in digital marketing and social media management
• Experience running both organic and paid social media campaigns
• Strong understanding of CRM systems and lead management

Website Updates / CMS Skills

• Graphic design skills using Canva or similar tools
• Excellent organisational and administrative abilities
• Strong communication and attention to detail

Desirable

• Experience working in construction, home improvement, trades, or related industries
• Experience creating marketing reports and campaign analysis
• Familiarity with automation and workflow tools

Additional Information

• This is a hybrid role combining digital marketing and business administration
• Strong emphasis on transparency, ownership, and accountability across marketing activities
• Opportunity to make a significant impact on lead generation and business growth
• Ideal for a versatile all-rounder who enjoys both creative marketing and operational support tasks

Ideal Candidate

You are a self-starter who can confidently manage digital marketing initiatives while also stepping in to support the broader needs of the business. You are equally comfortable creating ad campaigns, updating a CRM, designing marketing assets, and handling administrative tasks that keep the business running smoothly.