Description

The Administrative Clerk at Rebound Behavioral Health will perform general clerical duties in accordance with the office procedures of the hospital. Rebound Behavioral Health serves the adult patient population that are currently experiencing a behaviora/mental health crisis. At Rebound the Administrative Clerk will be the face of Rebound during interactions with both internal and external vendors.

Rebound Behavioral Health is seeking a PRN Receptionist/Admin ClerkHours: Vary, M - F including weekend rotation

Essential Functions include but not limited to:

• Perform general clerical duties assigned in accordance with the office procedures of the facility.

• Answer and transfer telephone calls or take messages. Collect information and perform data entry.

• Sort and deliver incoming mail and send outgoing mail.

• Schedule appointments and receive visitors. Provide general information to staff, clients or the public.

• Type, format or edit routine memos or other reports. Copy, file and update paper and electronic documents.

• Prepare and process bills and other office documents.

Educational/Experience/Licensure Requirements:

• High School diploma or equivalent.

• CPR and de-escalation certifications requried (facility will offer training on-site).

Qualifications

Skills

Required

• Communication: Intermediate

• Attention to Detail: Intermediate

• Safety Minded: Intermediate

Behaviors

Required

• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Education

Required

• High School/GED or better

Experience

Required

• 1 year: Experience performing administrative or clerical functions. Must be able to work telephone and paging system.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)